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Job outlook for talent management interns in the United States
Talent management internship job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected talent management internship job growth rate is 8% from 2018-2028.
About 58,800 new jobs for talent management interns are projected over the next decade.
Talent management internship salaries have increased 7% for talent management interns in the last 5 years.
There are over 6,503 talent management interns currently employed in the United States.
There are 128,904 active talent management internship job openings in the US.
The average talent management internship salary is $32,544.
Are talent management internship jobs in demand?
Talent management internship job and salary trends over time
Talent management internship jobs over time
Talent management internship job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 6,503 | 0.00% |
| 2020 | 5,686 | 0.00% |
| 2019 | 5,557 | 0.00% |
| 2018 | 5,212 | 0.00% |
| 2017 | 4,862 | 0.00% |
Average talent management internship salary over time
Talent management internship salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $32,544 | $15.65 | +2.5% |
| 2024 | $31,739 | $15.26 | +1.7% |
| 2023 | $31,206 | $15.00 | +0.9% |
| 2022 | $30,934 | $14.87 | +2.0% |
| 2021 | $30,335 | $14.58 | +1.4% |
Talent management internship jobs by state
Most common states for talent management interns
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Vermont | 623,657 | 265 | 42% |
| 2 | Delaware | 961,939 | 346 | 36% |
| 3 | Idaho | 1,716,943 | 599 | 35% |
| 4 | North Dakota | 755,393 | 267 | 35% |
| 5 | Rhode Island | 1,059,639 | 331 | 31% |
| 6 | South Dakota | 869,666 | 272 | 31% |
| 7 | Alaska | 739,795 | 212 | 29% |
| 8 | New Hampshire | 1,342,795 | 345 | 26% |
| 9 | Massachusetts | 6,859,819 | 1,662 | 24% |
| 10 | Nebraska | 1,920,076 | 465 | 24% |
| 11 | Maine | 1,335,907 | 325 | 24% |
| 12 | Wyoming | 579,315 | 141 | 24% |
| 13 | Virginia | 8,470,020 | 1,891 | 22% |
| 14 | Oregon | 4,142,776 | 931 | 22% |
| 15 | Minnesota | 5,576,606 | 1,096 | 20% |
| 16 | Iowa | 3,145,711 | 631 | 20% |
| 17 | District of Columbia | 693,972 | 140 | 20% |
| 18 | Illinois | 12,802,023 | 2,254 | 18% |
| 19 | Washington | 7,405,743 | 1,319 | 18% |
| 20 | Kansas | 2,913,123 | 510 | 18% |
Most common cities for talent management interns
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Annapolis | 1 | 3% | $34,614 |
| 2 | Bangor | 1 | 3% | $34,162 |
| 3 | Barnstable Town | 1 | 2% | $35,578 |
| 4 | Cedar Falls | 1 | 2% | $31,655 |
| 5 | Atlanta | 5 | 1% | $27,324 |
| 6 | Boston | 4 | 1% | $35,805 |
| 7 | Glendale | 2 | 1% | $44,519 |
| 8 | Tallahassee | 2 | 1% | $26,722 |
| 9 | Carmel | 1 | 1% | $29,524 |
| 10 | Charleston | 1 | 1% | $28,116 |
| 11 | Chicago | 5 | 0% | $34,335 |
| 12 | Indianapolis | 3 | 0% | $29,402 |
| 13 | Washington | 2 | 0% | $42,255 |
| 14 | Anaheim | 1 | 0% | $43,959 |
| 15 | Baton Rouge | 1 | 0% | $27,645 |
Talent Management Internship job outlook: Expert opinions
Our panel of talent management internship experts
Westminster College
University of Minnesota Duluth
Texas Tech University
University of South Alabama
What will help Talent Management Interns increase their earning potential?
Michael Mamo Ph.D.: Not sure how this relates to the previous themes but I do not believe the quest to increase one's earning potential is a noble goal. As humans we value (or should value) the benefits of enlightenment that come from education and life-long learning. Of course, enlightenment could translate to monetary gains. Enlightenment also comes with a greater sense of fulfilment in life and provides the person with traits of empathy, integrity, and other virtues such as justice and perseverance. Beyond improving ones earningn potential, education is a life-affirming process and that is what I would advise people in my field to aspire for.
Ekaterina Elgayeva Ph.D.
Assistant Professor of Organizational BehaviorUniversity of Minnesota Duluth
Labovitz School of Business and Economics
What are the biggest trends we'll see in the Talent Management Internship job market given the pandemic?
Ekaterina Elgayeva Ph.D.: The expansion of remote work is bringing about a number of key trends within the job market that will continue to gain momentum in the years ahead. To start, companies will likely adopt social recognition programs as incentives to performance metrics, wherein employee performance will be increasingly assessed through measures of employee interactions, rather than the standalone, traditional annual reporting metrics that have been in place to date.
Second, company cultures are being rapidly transformed through increasing implementation of wellness programs, which underscore the significance of employee well-being and the significance of mental health in relation to engagement and performance.
Alongside these trends, organizations will place significantly more emphasis on relational coordination, which fundamentally roots to the innate necessity to maintain social connections in times of isolation and dispersion, and so companies are beginning to prioritize the development of communities that generate social capital - the resources vital to employee learning, performance, and well-being - to cultivate a sense of belongingness within the context of remote, distributed work.
Will there be an enduring impact of the coronavirus pandemic on Talent Management Interns?
Dr. Eric Rasmussen Ph.D.: I think this is the question we're all asking ourselves right now. The impact of the pandemic on the job market is out of anyone's control. What we can control is our ability to help students acquire a skillset that is versatile enough to give them flexibility in an ever-changing job market. A degree in public relations is well-situated to help give graduates the best opportunity for finding meaningful employment.
What soft skills should all Talent Management Interns possess?
Dr. Kelly Collins Woodford: The soft skills graduates need really has not changed because of the pandemic, but the importance of those soft skills has changed.
For example, as we saw last spring, the ability to be flexible and adaptable to change is critical. To be adaptable, graduates will need strong critical thinking/problem solving skills.
Importantly, graduates must be able to work independently. We often see students who want to be told exactly what to do and how to do it. Graduates in the current market need to be able to use their critical thinking skills to figure out how to accomplish goals and have the ability to work independently to reach the goals.
Also important are interpersonal skills needed to be a successful member of a team, whether the team is remote or in person.
With flexible hours and remote work, time management has also increased in importance.