Talent Acquisition Intern

Objective: Interns understand the organization, its business, culture, and where the TA function fits within it.Topics: Introduction to the company's profile, structure, and products/services, along with its culture and values, giving interns the context needed to see how Talent Acquisition supports the organization's workforce needs.Activities: Department/site visits or shadowing sessions, Q&A with HR team members, orientation quiz or reflection write-up.

Objective: Interns understand the theory and frameworks behind each part of their specific job description before executing it.Topics: Core recruitment theory covering the end-to-end hiring process, job posting and sourcing strategies, employer branding fundamentals, resume screening and interview scheduling principles, ATS and documentation standards, and the concept of candidate experience.Activities: Case study discussions, review of real (anonymized) job postings, mock resume screening exercise.

Objective: Apply sourcing and employer branding theory to real, active vacancies.Tasks: Draft and post real job vacancies, source candidates across multiple channels, contribute to employer branding content, and begin building a talent pipeline for recurring roles.Output: Number of vacancies posted, sourcing report (candidates sourced per channel), and at least one employer branding piece produced.

Objective: Handle the screening and scheduling stages independently.Tasks: Screen incoming resumes against job requirements, schedule interviews between candidates and hiring users, communicate with candidates to maintain a positive experience, and collect interview feedback.Output: Screening log, interview scheduling tracker, and a short reflection on candidate communication challenges faced.

Objective: Maintain accurate, audit-ready recruitment records and support daily recruitment operations.Tasks: Input and update candidate data in the ATS, maintain hiring documentation, support daily recruitment administration, and collaborate with stakeholders to keep hiring processes timely.Output: Recruitment tracker for an assigned batch of vacancies, with documentation audit-ready.

Objective: Independently own a small recruitment cycle from posting to onboarding, integrating everything learned.Tasks: Manage one or more vacancies end-to-end, support onboarding for candidates they helped recruit, and present a mini case study of their recruitment cycle with reflections and recommendations.Output: Final presentation covering the full recruitment cycle they managed, plus a reflection on candidate experience and lessons learned, this can double as their internship report closing material.