Given the number of law students looking for firm internships at any point of time, and the relatively small number of firms where most people seek internships, I am sure the HRs receive emails by the dozen every day. It is also a common grievance of the students that HRs do not respond, take lot of time to revert, there is no transparency in the process, non-availability of dedicated IDs for internship-related communication etc. In the light of that, may the following practices help, if adopted by the firms in general?

1. Have an internship ID specified in the website. This should be different from the contact us ID, so that it gets only internship related communication. For job applications, another ID should be created.

2. The HR policy of the maximum period within which a successful applicant will be reverted to gets stated specifically in the website. If it is, say 14 days, then if a student does not receive any response by then may consider that their application has been rejected for whatever reason. This will also save the HR time and effort in having to respond to unsuccessful applicants with platitudes like they are keeping the contact details of the applicant saved for later period. Let's face it, they never do get back at a later period on their own.

3. At any given time, the number of internship slots vacant can also be mentioned in the website. This number can be updated every month.

Since most law firms have people frequenting this forum, hence I am putting it out here for people to chew upon. These steps will take a fraction of time and effort to implement, but they will improve the firm's image among prospective interns and future associates by leaps and bounds.