As someone who's spent 15 years working with nonprofits, I've seen mission-driven organizations get blindsided by I-9 compliance issues. Nonprofits are particularly vulnerable to I-9 violations, and it's not because they're careless. It's because they're often operating with lean HR resources, wearing multiple hats, and focusing (rightfully) on their mission over administrative details. But I-9 violations can be costly for organizations.

Summer internships are a great opportunity for nonprofits to build future talent, gain fresh perspective, and offer meaningful experiences to emerging professionals. But a good internship program takes more than posting a role and hoping for the best.

In the world of HR, we've mastered the art of first impressions. We craft elaborate onboarding experiences, design welcome packages, and invest resources in helping new hires feel valued (all good things). But what happens when the employment relationship comes to an end? Too often, organizations fumble the final phase of the employee experience, forgetting that the person walking out the door deserves the same care and attention they received walking in.