The workforce ecosystem is in a state of major flux with the increasing removal of college degree requirements by companies and government employers, a transition to skill-based hiring (certificates, micro-credentials, etc.), and the retirement of trade workers. Throw in mass layoffs in the technology sector and the rapid emergence of Read more…
Introduction Hey there, in today’s ever-changing business world, finding top-notch talent is like uncovering a hidden gem. But here’s the twist – it’s not just about finding these gems; it’s about nurturing them into the powerhouse of your team. That’s where GradLeaders steps in. We get that finely-tuned talent programs Read more…
As a corporate recruiting leader, I spent several years overseeing early talent recruiting programs for a large, global Fortune 500 company. With almost 3,000 annual intern, Co-op, undergraduate, and graduate hires, this was quite an undertaking. As I tried to understand our organization and how early talent hires could assist Read more…
Congratulations on identifying and selecting your incoming interns! Like many employers competing for top student talent today, you may have extended offers to your interns months before your
An exit interview is a series of questions asked by employers at the conclusion of their employment or internship program. This interview can be held virtually, face-to-face, or as a survey through
Students reneging on internship offers is a growing problem for employers hosting structured internship programs around the country. If you simply Google “intern reneges” you’ll find hundreds of
Internship programs are a great way for employers to find productive talent, evaluate potential employees, and gain new insights from diverse perspectives. There are obvious benefits. But have you
Converting your interns into full-time hires is a vital KPI to determine the ROI of your company’s internship program. In order to improve conversion rates, companies must set goals well in advance of
What are your interns saying about you? “Structured” vs “Confusing” or “Cutting-edge” vs “Lots of paper” or “Learned so much” vs “Mostly busy work” or “Would love to work there!” vs “Don’t bother…”
As COVID-19 continues to reshape the recruiting and hiring process, it’s time to find new ways to effectively onboard interns and new hires. Virtual onboarding can be just as engaging as in-person