You don’t have to let your connection with co-op or internship students dwindle just because their term has ended. Internships aren’t just short-term opportunities; they’re long-term investments in future talent. Some of today’s most impactful leaders and CEOs started as interns. With an effective internship program, former interns could become your organization’s next great hires or future leaders.
Early Talent programs do more than contribute to your talent pipeline. They elevate your employer brand, strengthen company culture, and create lifelong advocates for your organization. With just a few intentional steps, you can maintain meaningful relationships with intern alumni and turn those connections into long-term value.
Here are six simple ways to keep intern alumni engaged and connected to your organization:
Step 1: Collect Contact Information Before the Program Ends
Before interns lose access to their company email accounts, prioritize gathering personal contact information, including email addresses, mailing addresses, and LinkedIn profiles. This small step lays the groundwork for future engagement. It enables you to share updates, job opportunities, holiday cards, and company swag, and helps former interns continue feeling like valued members of your extended community.
Step 2: Choose the Right Communication Channels
To build community and keep intern alumni engaged, use communication platforms that are familiar, accessible, and easy to maintain. Consider a mix of the following:
- Talent Communities: Encourage former interns to join your talent community to stay informed about future roles.
- Email Newsletters: Share company updates, job postings, and alumni success stories to stay top-of-mind.
- LinkedIn Groups: Create a space where intern alumni can network and share career milestones.
- Messaging Channels: Tools like Slack or Microsoft Teams can host dedicated alumni groups for informal check-ins and announcements.
Step 3: Set a Cadence of Contact and Deliver Value
No matter which channels you choose, consistency and value are key. Whether once a month or once a quarter, select a cadence that works for your organization and use it as a touchpoint to deliver meaningful content.
Consider:
- Monthly newsletters featuring company updates, alumni spotlights, or job openings
- Resume workshops, networking events, or webinars with internal leaders
- Invitations to panel discussions or mentorship opportunities with current interns
These interactions give alumni purposeful reasons to stay engaged and invested in your organization’s success.
Step 4: Nurture Your High-Potential Interns
While not every intern will transition into a full-time role, your standout performers should remain a top priority. Over 70% of employers extend job offers to their interns, and nearly 80% are accepted. Even more compelling? Interns who convert to full-time roles are 20% more likely to stay with your company long-term.
Identify your high-potential interns early. Ask about their career goals; show appreciation for their contributions; and help them visualize a career path within your organization. In a competitive market where many interns participate in multiple programs, these relationship-building efforts can make all the difference.
Another way to engage your top performers is to highlight their accomplishments through spotlights or awards. Recognizing them publicly on social media or in newsletters reinforces their value to the organization.
Step 5: Celebrate Interns Who Accept Full-Time Offers
When interns accept full-time offers with your organization, your relationship doesn’t end; it evolves. Keep them excited and engaged before their official start date by:
- Sending care packages with company swag during finals week
- Offering short-term paid projects to keep them connected
- Hosting events with other new hires or current team members
- Meeting for coffee or lunch when visiting their campus
These small but meaningful gestures build excitement and reinforce a sense of belonging before they return to your organization.
Step 6: Facilitate Mentorship Opportunities
Connecting alumni interns with current employees or other alumni for mentorship can provide valuable guidance and strengthen community ties. These relationships offer a space to share advice, explore career paths, and navigate early professional challenges.
Programs that encourage knowledge sharing benefit both mentors and mentees. Mentors gain a sense of purpose and leadership experience, while mentees feel supported and more connected to your organization’s culture, even after the internship concludes.
Recognize the Potential of Your Intern Alumni Network
Engaging with former interns isn’t just thoughtful; it’s strategic. These individuals already understand your culture, align with your values, and are invested in your mission. With just a little extra effort, your Early Talent program can create a lasting impact on both your organization and your interns’ careers.
Need help designing or optimizing your Early Talent hiring strategy? Our team of Early Talent experts specializes in building pipelines of motivated, engaged future leaders. From program design to alumni engagement, we manage every aspect with precision and care. Let’s connect to explore how we can strengthen your Early Talent program.
