Attracting Top Intern Talent

Does your company make the list of the best companies to work for in New York City? Do you have cool perks that will attract top talent – both employees and interns — like opportunities for global travel and a free MacBook plus a $500 equipment allowance for every new hire? No?

According to Built in NYC, the companies attracting the best intern and employee talent are pushing their industries forward with game-changing ideas that rest on the notion of a better tomorrow – for everybody. Companies in New York, and major markets across the country, are one-upping themselves trying to attract the best talent – both employees and interns – with great work environments, visionary leadership and out-of-the-box benefits.

So how do you up your game and make sure other corporate suitors don’t put a ring on it before you do? Here are some tips, tricks and strategies from recognized thought leaders and HR pros that can help you find and keep the kind of talent that will grow your business.

Oh, THAT Wise Guy…

It’s generally accepted that Guy Kawasaki started the idea of spreading the word about why HR is important. He’s the American marketing specialist, author of Wise Guy, and Silicon Valley venture capitalist who helped market Apple’s Macintosh computer line in 1984. In a blog at, he stated that  the art of recruiting is the purest form of evangelism; you’re asking people to bet their livelihood on YOUR organization – as opposed to any other!

Kawasaki suggests that the only way to attract superlative talent and build a great team is to have enough self-confidence and the self-awareness to identify people who are better than you are. “A Players,” he says, “hire A+ players” – not their equals, or B players who have potential.

He also says that if your candidates don’t GET your product and LOVE it, all the education and work experience in the world isn’t going to matter. Your employees need to be your advocates, your evangelists and your first authentic line of defense against criticism from enemy camps.

So where are those potential new hires?

More Jobs, Fewer Seekers

In a recent SHRM (Society for Human Resource Management) webcast, Aaron Schwartz, Senior Manager of the Employer Insights Team at Indeed, offered more ideas for attracting top talent. He started by acknowledging a changing landscape in the recruiting arena.

In 2008, after the Great Recession, he says there were six unemployed job seekers for every open job. Today, there are .08 job seekers for every job – less than one person! And while acquiring the right talent is key to helping a business grow, it’s an art, not a science. It’s not about sifting through a stack of resumes and tossing them into yes, no and maybe piles.

Resumes won’t tell you whether someone will mesh with your company culture or stay with your company once hired. Finding the best candidates, enticing them to work for you and ultimately keeping them happy and loyal can be accomplished a number of ways. Schwartz says it all boils down to two approaches: inbound and outbound.

Active/Outbound vs. Sourcing/Passive/inbound Recruiting

Active/inbound candidates come to you from a job posting – think job search engines like Indeed and LinkedIn and most importantly, referrals from current employees. They’re emotionally ready to switch companies, locations or careers, and they’re easier to find. They take less time to find and cost less per hire. With sourcing/passive/outbound candidates, you initiate contact. Outbound is more complex and labor intensive – especially if your ideal candidates have never heard of your company.  It takes time to find, educate, persuade and/or convince them to join your team.

According to Lou Adler, The Adler Group (a firm which helps companies turn “hiring into a systematic process”), the best-performing employees tend to come from the group of “highly referred” candidates. Adler says hiring top performers takes proactive networking, referrals, and internal promotions. And while job postings have their place, they should be deemphasized in favor of referral-based models.

Never Stop Recruiting

Clearly, your company is who you hire. Everything Talent Acquisition does, the employer brand that you hear a lot about today – it comes back to hiring the right people, says Schwartz. But it’s also about how you treat the people you hire.

Microsoft Founder Bill Gates said that the competition to hire the best talent will only get stiffer in the years ahead. “Companies that give extra flexibility to their employees will have the edge in this area.”

And Guy Kawasaki says never assume that you’re done recruiting. “You should recruit every employee every day because when they go home at night, you might never see them again.” It’s a lesson he learned after weeks of wooing a candidate who accepted a job offer, but eventually called in sick and never came back. He’d accepted another position with a former client and had been wooed away!

In today’s labor market, it’s a great time to be a job seeker, and a less-than-stellar time to be looking for the best employee and intern talent. In order to find, woo, hire and retain top performers, companies have to be prepared to go the extra mile – or ten!!  You can’t sell on compensation and stock alone; you need to share your company vision of how you’ll change the world. Pull out all the stops and use whatever ammunition you have to wow top candidates, and then as Kawasaki says, “keep the lovin’ going!”

Tip-Top Accommodations for Your Talented Interns

Stand apart from the competition by providing your interns with top-tier accommodation at one of our three locations across New York City. We provide the amenities, activities and support so your interns can focus on their work. Please fill out our form on the For Employers for more information. 

Terms And Conditions

The applicant…
  • Is interning in New York City for the summer as part of or related to the Applicant’s college or university school programs of study
  • Is not currently subject to any disciplinary sanction from Applicant’s college or university that would bar Applicant from residing in residential housing at Applicant’s college or university or elsewhere
  • Has not been convicted of any crime in any state of the United States or in any foreign country, and there are no criminal charges pending against the Applicant. The Applicant hereby authorizes Pace to perform a criminal background check relative to the Applicant and further authorizes Pace to certify the results of such criminal background check to Pace.
  • Has no medical or psychological condition(s) that should prevent the Applicant from safely residing in Pace housing.
  • Has health insurance or other financial resources that meet the requirement for access to health care. If you cannot meet this requirement, you will not be able to proceed further with this application.
  • Has been fully vaccinated against COVID-19, including a booster vaccination shot.
  • The Pace Student\Intern Applicant certifies the truth and accuracy of all statements, warranties, and representations made in this application. Pace reserves the right to immediately cause the removal of the Pace Student\Intern from Pace’s residential housing if it learns that any statements, warranties, or representations made by the Applicant in this Application are incomplete, inaccurate, false, or misleading. In the event of such removal, the Pace Student\Intern shall not be entitled to a refund of any fees paid to Pace or Pace.
  • Understands that Residential Life/ Summer Conference Housing reserves the right to reassign an assigned space for the purpose of construction, health, management, safety, or emergency
  • Understands that accommodations for families or children will not be considered. Please refer to local hotels for options.
  • Agrees to comply with all applicable New York City, New York State, and Federal laws including drugs and alcohol
  • All interns must sign an Intern Housing Agreement and familiarize themselves with the policies and procedures of the institution. All Interns will be held accountable for all policies and procedures outlined within the guide. Residential Life reserves the right to terminate your housing for failing to abide by any of said policies and procedures. LLC is committed to protecting your privacy

Data Collection and Use of Cookies

We collect general, statistical information about visitors to our site for the purpose of facilitating communication and conducting business between LLC and the users of the site. Under no circumstances do we share information about visitors with external organizations. LLC also makes use of cookies to improve our visitor’s Web experience. A cookie is a piece of data stored by a Web site on a user’s hard drive, which contains information about the user. LLC employs cookies to keep track of user names and passwords, as well as to personalize your experience. You can set your browser to decline or accept cookies, though if you choose not to accept cookies, some parts of the LLC site may function less efficiently.

Security LLC provides a secure server to protect your information from being viewed by an outside user.

Surveys and E-mail LLC may request information through surveys, which users may choose to participate in on a voluntary basis. Information gathered may be used for marketing and promotional purposes or to notify you of new content, among other uses. If you e-mail us with questions or comments, we may use your personal information in order to respond to you. We may also share your information with a third party to assist in our response. We may file your comments for future reference, or we may discard the information after we have reviewed it. Under no circumstances do we share information about visitors with external organizations.

Interactive Features

While LLC strives to protect users’ personal information and privacy, we cannot guarantee the security of any information you disclose online through interactive features such as forums, message boards, chat rooms, or similar services. Please keep in mind that you disclose information at your own risk.

Links to third-party sites

This site may contain links to sites owned or operated by parties other than LLC. LLC does not control outside sites and is not responsible for their content. Inclusion of links to an outside site does not imply any endorsement of the material on the site or, unless expressly stated otherwise, any sponsorship, affiliation, or association with its owner, operator, or sponsor.


In certain circumstances we will release specific information about you or your account to comply with any valid legal process such as a search warrant, subpoena, statute, or court order, or in other special cases, such as an attempted breach of the LLC security, without notice to you.


This site and all information and images within it are copyrighted, unless otherwise noted. U.S. copyright law protects all materials on this site. All rights reserved.


The information on this site is provided “as is,” and no representations or warranties of any kind are made regarding it. Our policy is not to be applied in any manner contrary to applicable law or governmental regulation. LLC reserves the right to make changes to this policy at any time. Please check this page periodically for updates.

Tell Us About Yourself!

Ready to learn more? Fill out the form below and we’ll put you in touch with a Housing Advisor to answer any questions you have.

Add Your Heading Text Here