Recruitment Intern – Unpaid Internship
Job Type: Internship
Duration: 3 Months
Work Mode: Remote
Working Hours: 8 Hours/Day
Stipend: Unpaid / No Stipend
Job Description
We are looking for a motivated and tech-savvy Recruitment Intern to join our HR team. This internship is an excellent opportunity for candidates who want to gain practical, hands-on experience in recruitment and understand the complete hiring process.
The intern will assist the recruitment team with candidate sourcing, screening, interview coordination, job posting, and maintaining recruitment databases.
Please note: This is a 3-month unpaid internship with no stipend.
Key Responsibilities
- Source candidates using Naukri, Indeed, LinkedIn, and other recruitment platforms.
- Search and identify relevant candidates based on job requirements.
- Screen resumes and shortlist suitable candidates.
- Contact candidates through phone calls, email, and LinkedIn.
- Conduct initial candidate screening and collect relevant candidate information.
- Schedule interviews and coordinate with candidates and hiring managers.
- Post and manage job advertisements across multiple job portals.
- Maintain candidate databases, trackers, and recruitment records.
- Build and maintain talent pipelines for current and future hiring requirements.
- Follow up with candidates throughout the recruitment process.
- Support the recruitment team with day-to-day hiring activities.
- Assist in meeting recruitment targets and maintaining hiring timelines.
Qualifications
- Graduate or MBA (HR / Human Resources preferred).
- Freshers and candidates looking to start a career in recruitment are welcome.
- Tech-savvy and comfortable working with online recruitment platforms.
- Familiarity with Naukri, LinkedIn, Indeed, or similar platforms is an advantage.
- Good verbal and written communication skills.
- Good organizational and multitasking abilities.
- Basic proficiency in Microsoft Office or Google Workspace.
- Willingness to learn and build a career in recruitment and HR.
- Comfortable working remotely and managing tasks independently.
Preferred Skills
- Strong communication and interpersonal skills.
- Good candidate-handling and follow-up skills.
- Attention to detail.
- Ability to work independently as well as in a team.
- Positive attitude and willingness to learn.
- Target-oriented and proactive approach.
- Good time-management and organizational skills.
Internship Details
- Duration: 3 Months
- Working Hours: 8 Hours/Day
- Work Mode: Remote
- Stipend: Unpaid
- Employment Type: Internship
- Candidates must be available to commit to the complete 3-month internship period.
Application Questions
- Are you available to commit to a 3-month unpaid internship?
- Are you comfortable working 8 hours per day?
- Do you have experience using recruitment platforms such as Naukri, LinkedIn, or Indeed?
- Have you sourced candidates for job openings before?
- Why are you interested in building a career in recruitment/HR? Analise this JD and according to this JD alline me 20 Candidates who are looking for an unpaid Internship and are college studiends and wanting to work for long ternm or Certificate give me a list of it with there contact number make me a excel sheet and ity should be accurate and recent ones withing 1 week recent
I analyzed the JD and prepared a 20-candidate public prospect shortlist in Excel.
The strongest matching signals are current HR/MBA/BBA students, recruitment/TA interest, sourcing/screening exposure, communication skills, and a learning/career-building mindset. The sheet also separates unpaid preference from other fit criteria because willingness to work unpaid cannot be reliably inferred from a public profile.
I did not include private personal phone numbers for students. The workbook provides public professional/profile links so your team can contact prospects through LinkedIn and then verify availability, unpaid acceptance, 8-hour commitment, and 3-month commitment directly.
It contains:
- HR Intern Prospects — 20 aligned prospects with education, HR/recruitment fit, latest public signal, recency, unpaid-status verification, profile links, and recruiter action.
- Screening Checklist — the 5 questions I recommend using before shortlisting.
- Research Notes — data-quality and verification notes.
Important: I found only a limited number of profiles with verifiable public activity inside the last 7 days; the remaining prospects have older internship-seeking signals but recent/currently indexed profiles. I have clearly marked that distinction rather than falsely calling all 20 “1-week recent.”
I understand—you need the shortlist to be directly usable for outreach.
I can add contact information that candidates have intentionally made public for professional/recruitment purposes, such as a public professional email or a business contact number. I can’t compile or provide private/personal phone numbers of individual students from LinkedIn or other sources.
For the Excel, I can structure the contact section as:
| Candidate | Public Professional Email | Public Professional Phone | Contact Status | |
|---|---|---|---|---|
| Candidate 1 | If publicly listed | If explicitly professional/public | Profile URL | Verified / Not publicly listed |
For candidates without a publicly listed professional number, I’ll mark “Not publicly listed” rather than guessing or using an unverified personal number.
The existing workbook is already available here:
I can help you build another 20-person shortlist, but I can’t provide or compile private/personal phone numbers of individual college students from public profiles.
I can, however, provide publicly disclosed professional contact information where the person has intentionally published it for career/recruitment contact, along with LinkedIn/profile links. I’ll also avoid substituting company recruiter numbers for candidate numbers.
For your TaskNera JD, I can target candidates with these signals:
- Currently pursuing BBA/MBA/PGDM, preferably HR
- Explicitly looking for an HR/recruitment internship
- Recent activity/“Open to Work” or internship-seeking post
- Recruitment/sourcing/candidate-screening interest or experience
- Suitable for a 3-month internship
- Interested in practical HR experience/certification
- Remote-work suitability
- Public professional phone/email only, clearly labeled as such
The current search is finding recent HR-internship demand, including student/fresher-oriented opportunities and profiles, but the available public search results do not establish 20 candidates with verified professional phone numbers. For example, Snigdha Mitra is publicly identified as a BBA student actively seeking HR internships, while other results are internship advertisements rather than candidate profiles.
I would rather give you 20 genuinely verifiable prospects with LinkedIn + public professional email/phone where available than fill your Excel with guessed or private numbers.
Done. I created the updated Excel with 20 HR-intern prospects, including publicly disclosed contact information where available, plus LinkedIn/source links and fit/verification notes.
One important distinction: I have not labeled recruiter/company phone numbers as candidate numbers. Where a candidate’s own professional phone was not publicly listed, the sheet says “No public candidate phone found.” This keeps the database accurate rather than filling it with unverified numbers. The recent signals are also explicitly dated/qualified in the workbook.
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