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Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGive your business a competitive edge with a complete solution for creating personalized, timely, and accurate digital offer letters that inspire candidates to want to join your team.
Learn more Talk to SalesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn moreImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesGet robust analytics that help you make sense of your data and illuminate your talent pool.
Learn moreSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn more Talk to salesHow PRMG attracts 50% more applicants for niche finance roles with the iCIMS Talent Cloud.
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November 4, 2021 
6 min read
As the end of the year approaches, it’s the perfect time to start thinking ahead to next year’s internship programs. Not only can you start tinkering with what did and didn’t work, but you can start looking for ways to leverage your intern pool to build your talent network to help offset the current labor shortage.
iCIMS’ group of 40 rock star interns spent last summer completing important projects across the organization while honing the skills they’ll need to succeed in their careers, according to Mackenzie Egan, Director of Talent Experience at iCIMS.
This year, iCIMS’ intern program was named one of the top 100 in the country by WayUp, joining the likes of Lumen, CitiGroup, and Twitter. In particular, iCIMS was highlighted for developing a curriculum of classes on sought-after skills like sharing and receiving feedback and cultivating a next-level professional brand.
Internship programs aren’t only great resume builders for students that give them a head start on their careers. They are also a valuable source of top talent for recruiters to fill future roles. Your internship program can be a critical building block for creating your talent network.
For years, TA professionals have focused on bringing candidates into the talent funnel instead of taking advantage of talent that’s already there. Of course, this means silver medal candidates and passive job seekers. But it can also be applied to interns.
Competition for top talent is fierce. According to iCIMS’ recent jobs report, the current hiring boom has created stiff competition for employers trying to fill more and more roles with a dwindling pool of applicants.
“If you approach an internship program as a workforce planning strategy, aside from providing a career-centric learning opportunity for the students, you’re also building an important talent pool,” says Egan.
By retaining talent already in your hiring funnel, you’re one step closer to filling open positions with early career talent that your team has already vetted. But you’ll need to keep their eyes on you and not let them get distracted by other recruiters’ dangling offers.
Take a page from consumer marketers and consider treating those potential candidates like customers by developing brand loyalty that keeps them engaged with your organization.
Think of your interns as your brand ambassadors who will share their experience working for your company with their networks via social media and word-of-mouth. Consider having interns create video content addressing topics like company culture or sharing their experience in your program that you can post on your early career site or social media platforms.
Above all, you want to make sure their experience is a positive one. Here are some best practices to consider while planning for next year’s programs to make memorable impressions on your interns:
Even after you’ve wished all your interns well and they’ve headed back to campus, there’s still an advantage to keeping them engaged and informed.
Ongoing engagement not only builds a diverse and highly skilled workforce but a community of potential customers. Here are some ideas for how you can keep your interns engaged, which can build your talent network and help reduce your time to fill:
Keeping your intern pool engaged following a positive experience working in their roles is a smart way to tap into talent already in your hiring funnel for future open positions.
“TA professionals know how hard it is to secure the right talent,” says Egan. ”A well-thought-out internship program provides managers with a preview of the next class of graduates. It is the perfect opportunity to engage and hire early career talent before they hit the workforce.”
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Rethink traditional candidate pools by creating your own talent network.
If you want to keep your intern pipeline engaged after heading back to campus, download this infographic.
and receive free tips on how to attract, engage, hire, & advance the best talent.
