How High School Interns Are Saving Companies Thousands While Building the Workforce of Tomorrow

We’ve all seen the headlines: employers struggling to find “work-ready” talent, HR departments overwhelmed by onboarding and training needs, and recent graduates saying they learned more in their first six months on the job than in four years of school.

But what if the solution to this growing workforce gap is already in our schools?

At Naperville District 203, we have 90 high school interns working with local businesses and organizations, gaining experience while building “durable skills”—the essential, transferable traits like communication, problem-solving, teamwork, and time management. These are the skills that don’t expire and can be applied across every industry.

And guess what? These interns aren’t just learning—they’re saving companies serious money.

What the Data Tells Us

A recent global survey from Hult International Business School found that:

• 77% of recent grads said they learned more on the job in six months than in four years of school.
• 91% of HR leaders said onboarding and training new graduates costs more than onboarding experienced workers.
• 69% of HR leaders said it costs twice as much or more.
• The estimated cost savings for hiring a job-ready employee: $4,500+ per person.

Let that sink in: by bringing in someone who already has durable skills, organizations can reduce onboarding and training costs by thousands of dollars per hire.

What This Means for Our Internships

If 90 high school interns are gaining those same skills before entering the workforce full-time, what kind of impact are we talking about?

Let’s do the math:

• 90 interns x $4,500 in potential training savings = $405,000

That’s $405,000 in potential value being generated—not in 10 years, but right now—through high school internships that prepare students with real-world, in-demand skills.

And we haven’t even touched on the additional benefits:

• Faster time-to-productivity – Skilled interns contribute to projects and tasks more quickly.
• Reduced turnover – Interns with a clear skill foundation and work experience are more likely to stick around.
• Onboarding made easier – Interns who already understand basic workplace expectations make smoother transitions into part-time or full-time roles.

The Long-Term Value of Durable Skills

The future of work doesn’t just belong to those with the most degrees—it belongs to those with the most applicable, adaptable skills.

Durable skills aren’t soft. They’re essential. They’re what drive collaboration, innovation, and leadership. And when students start building those skills early—like our high school interns are doing—it not only changes their future, it saves businesses time and money in the process.

Final Thought

This isn’t just about internships. It’s about rethinking how we prepare students for life after high school and how we partner with employers to close the skills gap.

If you’re a business leader, school administrator, or workforce development advocate, here’s your takeaway:

Investing in students pays off. Literally.

Let’s keep building together.

‍