Internship CSP Process and Tracking

Summary:

We hire around 60-70 interns annually, often 7 months ahead of their actual start date. Right now we are using a CSP without an automatic move to initiate background check so that we can begin running background checks closer to the actual internship start date. However, this means that these requisitions continue to show up as active and unfilled, even when an intern has accepted an offer. How are others handling the large time gap in between offer and hire for these kinds of candidates?

Similarly, we often extend full-time employment offers to our interns at the end of their internship. These offers are often extended 9-10 months ahead of the intern's return as a full-time employee. Does anyone have any best practices to share on process, tracking, and reporting for these scenarios?