According to estimates, millennials will make up 75 percent of the job force by 2025. Those born from the early 1980s to the early 2000s are predicted to lead the next phase of innovation, though their job standards differ from any other generation. In order to capture the attention of these top performers, companies must now strategize internship opportunities that incorporate the key values of millennials.

Today, millennials target internship opportunities that offer practice and guidance within a chosen industry. And companies need the involvement of tomorrow's leaders for their own advancement. It's now important for companies to establish an internship program that will target young, diverse and talented individuals for generational growth.

Use these seven tips to attract quality interns.

1. Develop a comprehensive program

Creating a dynamic internship program is the most important facet of finding great interns. Regardless of your industry, a company must include detailed information of intern expectations and diverse roles available.

Additionally, millennials have proven to choose a company whose values reflect their own. Ideal candidates look for a program that offers project opportunities and hands-on education. Remember, the program is meant to attract superb applicants and differentiate its experience from others in your industry.

2. Consider employee benefits

The benefits your company offers decide your standing against competitors. According to a Deloitte survey, pay and benefits drive millennials' choice of employment more than anything. Paid interns tend to place more value in their work and are accepting of their workload, while unpaid internships must target millennials' key values to gain reaction.

Once upon a time, the concept of interns being paid with experience was common practice. However, companies now must follow the strict criteria laid out by the U.S. Department of Labor to use unpaid interns.

When finalizing details, be sure to highlight whether the internship will be a paid opportunity or credit-based, part-time or full-time, and virtual or in-office.

3. Incorporate nearby university and alumni support

A great way to attract interns is through nearby colleges and alumni support. Attending career fairs, and marketing a company's internship program directly to students using collegiate ambassadors is a strong technique to capture attention.

Also, utilizing alumni support to attract current students has proven to be truly effective with millennials. Millennials tend to judge a company based on their performance and treatment of employees, so having alumni endorse a company speaks volume to potential interns.

4. Utilize social media

In this technological age, social media is a must for any company. Millennials utilize social media as somewhat of a reference source, so a company's social media presence says a lot to an applicant about what it would be like to work there.

According to a survey, the profile or "positive energy" surrounding a business is highly important to millennials. Out-of-date social media usage could sway applicants, so use social media to show the personality behind a company. All work and no play is not what millennials are looking for.

5. Advertise through intern search sites

Placing internship information on a company's website is not enough to capture an adequate amount of applicants. Use internship search websites to advertise your internship to applicants all over the country.

Reputable websites with a strong standing such as Intern Queen are one of your strongest tools to stand out among other internships in your industry. These sites are also a great way to expand a company's internship past the local limits and grow the program.

6. Establish opportunities for mentorship

Interns do not just want to work for a company, but they want to learn as well. They want to know a company cares about developing their skills in the field, more than simply getting the work done. It's important to set aside time to learn what an intern hopes to gain from the experience and gauge their interests to best utilize them.

Supplying a mentor to guide their journey and facilitate their growth is exactly what an intern is searching for in an ideal program. They want to know that you care about their skill set, and that will allow them to see your company as a home, not just a timed experience.

7. Plan for the future

The opportunity to progress within a company is the third-highest-ranked value when millennials are choosing a job. That means that when a potential applicant looks at a company's intern position, a deciding factor is where they stand beyond the program.

Interns want to establish their place in the industry and help your company grow, if given the opportunity. Incorporate opportunities for advancement in the program to gain long-lasting interns devoted to growing with your company.

Today, internship programs are a company's best tool to gain and maintain the top millennial employees. The average millennial receives his/her undergraduate degree with at least one internship under the belt. The choice of whether they remain or take their talent to competitors lies in the hands of the company.

Design a program that challenges interns' minds, nurtures their creativity and incorporates a place for them in a company's future. This is key to setting a company ahead of competitors for generations to come.