An initiative from

Graduate Talent Pool enables employers to advertise internships to new and recent graduates, free of charge.

We publish only paid graduate internship opportunities with a duration of no more than twelve months.

Graduates can apply for vacancies if they graduated in the last three years from a UK university with at least a degree or foundation degree.

Employer case studies

1. Alex Carlson

Music Centre Administrator,
University of East Anglia

Alex's advice for employers considering recruiting an intern

“Make sure your job title is really eye catching and engaging and that your ad covers all elements of the job so candidates can clearly see what’s required of them. Also, don’t be too prescriptive in who you want and be prepared to adapt, ask behavioural questions as well as about previous experience as they may not have done that much in the sphere of work.”

Alex was looking for a Publicity, Operations and Events Intern to support their team of two for six months during their busiest time of year.

“We had a UEA student intern with us during the summer and learned a lot of valuable lessons from that process. This meant we had a clear idea of how our first graduate intern would support us and what we needed in place to make it a success. As well as establishing clear objectives we thought about the type of person we needed and what they may be capable of.

“The majority of our concerts and events take place between September and March, so we were looking for a bright enthusiastic intern to take on some of the extra workload during this busy period. As well as supporting on our Symphony Orchestra, Choir and Chamber Choir concerts they would also get involved in publicity. In return they would gain hands-on experience of events management and arts administration, developing many transferable skills.

“The recruitment process was managed by UEA Career Central. They found Graduate Talent Pool to be really user friendly; simple to use and uploading adverts was straightforward. We received 33 applicants and shortlisted to four for interview, before appointing musician and former UEA student James Maas.”

Alex's advice for employers considering recruiting an intern

“Make sure your job title is really eye catching and engaging and that your ad covers all elements of the job so candidates can clearly see what’s required of them. Also, don’t be too prescriptive in who you want and be prepared to adapt, ask behavioural questions as well as about previous experience as they may not have done that much in the sphere of work.”

2. Andrew Kirchin

Communications and Engagement Officer,
Office of the Police and Crime Commissioner for the Devon and Cornwall Police Force

Andrew's advice for employers considering recruiting an intern

“Don’t be too prescriptive with your qualification requirements. Graduates are trained to be flexible and develop many transferable skills”

The Office aims to cut crime and deliver an effective and efficient police service. It employs 17 people.

Andrew was looking for an ambitious Social Media and Engagement Officer to join his team on a 12-month contract. The role would involve engaging digital communities through social media, providing a great opportunity for an enthusiastic communicator.

“We wanted to bring a recent graduate into the team who would have a dynamic, fresh new approach to social media. It was essential that they would be a confident communicator, used to a work environment and not overawed by seniority as they would be working closely with the elected police and crime commissioner.

“Our experience with Graduate Talent Pool was fantastic. The process was seamless, simple and cost effective.

“We had six, high quality candidates apply, which we shortlisted to two for interview. Both were exceptional, but Anna Louise Cowgill had the edge. A degree in Law and BTEC in Forensic Science equipped her with a professional attitude, keen understanding of risk and valuable analytical skills. She has been central to improving how we evaluate with her analysis providing the foundations for our future strategy.

“Anna was recruited for a brand new role, and by taking on an intern we have been able to see how this would sit within the department without making a long-term commitment.

“We are so impressed with how it has worked out that we have made her a permanent member of the team, and are currently recruiting another intern.”

Andrews's advice for employers considering recruiting an intern

“Don’t be too prescriptive with your qualification requirements. Graduates are trained to be flexible and develop many transferable skills”