Sessions

Premier financial-sector firms including Morgan Stanley, JP Morgan, Credit Suisse and MetLife all offer re-entry internship programs to target the pool of talent that has taken a career break; a high-caliber, primarily female talent pool ready to re-engage after career breaks for child care, elder care or other reasons. We call this candidate “the 40-year-old intern.” Who is she, what are her career ambitions, and what are the track records of these highly selective programs where 50 percent to 90 percent of interns convert to permanent hires, usually at the VP level? For companies interested in increasing their ranks of mid- to senior-level female employees, these programs provide a blueprint to successfully re-engage this often untapped resource. This session will help you understand:

·         Why re-entry internship programs are an effective strategy for engaging with the pool of talent on career break. 

·         The key statistics for re-entry internship programs, such as application periods, numbers of applicants, cohort sizes
           and conversion rates of intern to permanent hire. 

·         The stages of career re-entry, by examining success stories of individual returning professionals. 

·         The strengths and weaknesses of the returning professional pool and strategies to maximize your success.