Hiring Interns
Hiring interns requires requires the following steps:
Get HR Support
Make a space
Design a work project
Recruit
Select and Hire
Get HR Support
This is to cover any legal concerns. An intern is a special class of employee, and there are liabilities with hiring and employeeing employees. If you don't have a Human Resources department, then hire an HR consultant for a few hours to guide you through the process.
Make a space
For many employers this is not an issue. But if you are short of space, or you don't have any computers to spare, you are not totally out of luck.
Most interns have their own computers and are perfectly willing to bring them in for the opportunity to work for you. If that makes you uncomfortable, then pay them a monthly stipend for the use of their computer in a office.
If you have no space, or you work in a place where it's difficult for starving students to find housing, then consider a "virtual intern". That is, let the intern work remotely over the Internet. Daily or weekly meetings over Google Hangout or Skype or some other online meeting service are essential in these cases, but it can be both doable and desireable for both the employer and the intern.
Design a work project
You need a work project that is both simple and engaging. Because an intern is a sub-entry-level position, you can't expect them to have much real world experience. But you will find they are both motivated and quick to learn. If you task is too simple or it seems to not make a contribution, they will quickly lose interest. After all, most of them are working for free.
Recruit
This is actually the biggist challenge. Begin by going to the schools. If you can get interest from the colleges and universities, they will put forward your opportunity to the students.
The young people you are trying to recruit are looking for internships that sound exciting and fun, not just resume builders. You need to put on your marketing hat and pay attention to the words you are using.
Select and Hire
Again, this involves HR. Let them first vette your list of applications and then consult you on the process of selecting and hiring. Don't just look at GPA, although that is usually a valid measure.