Employers have long used internship programs to attract bright college students. The goal of most internship programs is to create a funnel of quality candidates for entry-level positions. Through an internship, both company and candidate can learn about one another and test drive the job fit. However, merely creating and running an internship program is not enough. Employers need to continually improve their programs in order to drive results for the organization.

Following are some best practices your organization can employ to encourage permanent placement:

Provide Meaningful Work

Just like older professionals, students seek challenging work that has an impact on the organization. Giving interns responsibility builds a level of trust and shows that the organization is invested in them. Another tip: showcase student work at the end of the engagement by asking them to give a presentation about their experience with the company. This is an easy way to show that the intern's contribution was valued by the organization.

Connect Interns to the Company

Treat interns like insiders. Assign a mentor to the intern -- someone who can show them the ropes and answer questions. Sponsor events for interns, such as a presentation by a senior manager or a group outing. And don't forget to invite your interns to company meetings and events. Attending company events not only makes interns feel included, but also gives them exposure to executive staff.

Provide Guidance

If you have identified an intern as a potential hire, help him or her find a good fit within your organization. Coordinate interviews, introduce him or her to different groups, and answer any questions. Make the intern to full-time transition as easy as possible.

Get Feedback from Supervisors

Get feedback on the intern's progress throughout the engagement. Ask supervisors to provide progress or satisfaction reports throughout the process. Details about the candidate's importance could be lost if you wait until the end. And don't forget to conduct a formal exit interview with the intern before the engagement ends. Be sure to ask the intern firsthand how the program can be improved in the future.

Involve ex-Interns in Future Recruiting

Keep in touch with former interns after they leave the company, even if you can not offer them a job immediately. Former interns are not only potential future employees, but they can also act as campus ambassadors. Ex-interns are the folks who will report to the college community on their experiences. There's no better sales pitch than a positive review from a program alum. And remember: ex-interns make great speakers at campus events and presentations.

A solid intern program can be a highly advantageous recruiting strategy. In addition to acting as a hiring mechanism, a good internship program can create positive 'buzz' in the college community; generating future demand for your company's positions. To milk the results of a strong internship program, however, recruiters need to continually manage and hone their programs. The youth community changes quickly and you need to move just as fast to truly drive results for the organization.

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