So, you have just finished your college studies and, by God’s grace, secured an attachment or internship position at a company, firm, hospital, or even a government institution.

You could be receiving a good stipend, a fair one, or nothing at all—apart from the office tea and unbuttered bread. But as you settle in, you start to admire the organizational culture and think, “This is a place I’d love to work in the future.”

You enjoy the environment, the challenges, and the way other staff members make you feel. But the reality is, you’re only an intern. Your stint here might last three months, six months, or if you’re lucky, an indefinite period with a stipend.

But let’s be honest: No one wants to be an intern forever, unless, of course, the stipend is KSh 100,000 a month, but we all know that’s rare, especially in Kenya and particularly Nairobi, the proverbial shamba la mawe (rocky garden). Nonetheless, don’t be fooled; some employers give crazy offers to interns, leaving you to imagine how attractive the offers are for permanent staff.

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So, how do you maximize your chances of securing a permanent spot, moving from intern to full-time? A full-time role comes with benefits like a better salary, health insurance, transport and housing allowances, leave days, and long-term career growth opportunities.

Then, you glance at your contract, and there it is in black and white: “We do not guarantee employment at the end of your internship.” Yet, we all know of interns who have transitioned into full-time employees. So, what do they do differently?

To answer this, Bizna Kenya spoke to human resource and finance expert Susan Mtana, who shared key insights on how interns can increase their chances of being absorbed into permanent positions.

What it takes to make the transition

According to Mtana, securing a full-time job after an internship goes beyond technical skills. While your academic background and qualifications got you through the door, what keeps you in the room is a combination of soft skills, attitude, and proactivity.

“Interns need to understand that their technical expertise earned them the opportunity, but to position themselves for employment, they must also develop soft skills,” Mtana started.

She emphasized that skills like communication, teamwork, and adaptability play a crucial role.

“How well do you pass and receive information? Are you clear? Are you open to constructive feedback? How do you function within a team?” she asks.

These interpersonal and intrapersonal skills, she notes, often determine whether an intern is considered for a full-time role.

Beyond skills, reliability and initiative are key traits employers look for. Mtana advised interns to go beyond the bare minimum. “Every employer wants a proactive and dependable employee. The question is: Does the intern demonstrate this in their daily work?” she poses.

For instance, if a department struggles with filing hard copy documents, an intern who takes the initiative to organize and streamline the system—without being asked—shows they can identify gaps and solve problems. Such actions, she notes, make a lasting impression.

Attitude matters

Mtana points out that an intern’s attitude shapes how they perceive the opportunity. Some see it as an unfair, low-paying (or non-paying) job, while others view it as a chance to gain valuable experience, learn, and make mistakes in a forgiving environment.

“Employers invest time in training interns, making them market-ready for future employment. Those who appreciate this are more likely to transition into permanent roles,” she explains.

Fitting into the company culture

Every organization has its mission, vision, and core values that define its culture. Interns who align with these values position themselves well for long-term employment.

“Being culture-fit is crucial. Interns should be mission-oriented, embrace the company’s vision, and live by its core values—even if they’re not yet full-time employees. When an employer perceives you as part of the family, they’ll be more inclined to retain you,” Mtana says.

For example, in a hospital setting where compassion is a core value, an intern must embody that in their interactions with patients and colleagues.

Final thoughts

While these strategies can improve an intern’s chances of landing a permanent role, Mtana cautioned that there is no one-size-fits-all formula. Hiring decisions, she noted, vary across organisations, and some companies may have strict policies against absorbing interns into full-time positions.

Mtana emphasised that interns should use their experience to build skills, expand networks, and position themselves for opportunities, whether within the same organization or elsewhere.