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Developing your Company’s Talent Pipeline

Each IMPACT Awards season, I am always impressed to see the number of Intern of the Year nominations that either mention the employer offering the intern a full-time position, or that the employer plans to offer the intern a permanent position after they graduate.

From the intern who strove to finish his case study with zero errors, to the intern who helped complete a large IT project two months ahead of schedule, employers are realizing that some of their best talent lies within their internship program. And, with Indiana’s unemployment rate being close to zero, this couldn’t be a better time for that realization.

According to Glassdoor, it takes the average U.S. employer 24 days to hire a new employee. By using an internship program as a talent pipeline, companies wouldn’t have to worry about that waiting period to fill entry-level positions. Plus, internships are a trial period that can …

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Networking to the Right Internship for YOU

Entry by Nicole Goble, Director of Recruiting and Development in the financial services industry in Zionsville, IN

Each month I have the opportunity to take someone from within our office (staff or financial representative) for breakfast and interview them for the monthly newsletter I write.  It is a neat deal; I ask them 5 pretty simple questions for the newsletter and spend the rest of the time focusing on them, how their business is going and what is new personally.  This week I sat down with a representative that has been with our company for 10 years and has really been a huge benefit to me as a recruiter; therefore, we talked recruiting for a good portion of the breakfast.  He told me a story about a former representative that found his dream job using our sales cycle.  It was so simple but so astounding, how had …

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