Contact person.  Designate who will be the contact person at your organization to answer questions about how to apply for an internship, monitor the application process throughout, and oversee any other paperwork associated with the internship. The key is to centralize a process to make for a smooth transition into the internship
Job description.  This will help with the intern’s search to find the right intern fit.  It will also spell out any other requirements from your end (minimum number of hours to participate, wage, etc.). The job description can be given out when students inquire about your program and can also be placed on your website.
Intern application.  This will probably need to look different than your regular employment application and should capture important information such as intern’s specific availability, practicum hours needed, current education level seeking.
Background checks policyThis may be an important consideration if your intern will be working with vulnerable populations, handling monies, or having access to sensitive areas. It is advisable to develop what your criteria will be for backgrounds before intern selection so that you treat all applicants consistently.
Recruitment.  Determine where/how you will advertise/recruit for your internship program. Many college students will get a list of potential internship opportunities from their professors. Consider letting your local college/university know that you have an active intern program.  Most interns are going to be millennials. They want to be able to get information quick and through some form of social media.  Consider dedicating one of your website pages on internships and/or create a brochure. Be descriptive about the internship opportunity (how does someone apply, what kind of work is it, hours, paid or unpaid, contact person, etc.).  If feasible, make it possible for the intern to apply on-line through your website.
Interview.  Determine who will interview the intern applicants. Treat this like a formal interview process; create formal interview questions
Practicum reference. Consider obtaining this reference before an offer is made to the intern. This will provide you with the school’s supervision requirements as well as other pertinent feedback from the practicum supervisor that will help to ensure a positive experience.
Selection decision.  After you have selected an intern, be sure to be prompt getting back to that person and with the other applicants. Students are usually under time constraints to find a program and may be waiting to hear back from you before they pursue their other choices.
Letter of agreement.  Once you have chosen an intern, promptly provide a letter of agreement, including internship program responsibilitiesThis helps to set the stage for expectations on both ends before the internship begins, including the critical understanding as to whether or not the internship is paid.
First day orientation.  Be prepared for your intern’s first day!  Make sure his/her work space is set up. Remember, first impressions are lasting impressions of your organization. How would you treat a new employee’s first day? The answer should be the same for your intern (e.g., develop a formal orientation process).
Evaluation. Conduct at least 1 formal, in-person evaluation with your intern before the internship ends. 
Exit surveyThis will provide valuable feedback from which you can continue to improve your program for future interns.