Gen Y software engineer all-stars are easy to find, but hard to retain. Try these steps to keep them happy and productive.
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Engineering enrollment at universities in the U.S. is on the rise. As these new graduates hit the market, most employers have no clue how to attract them, how to train them, what core skills they bring to the table, and what will make them happy and productive.
At my company, Mindtree, we are hiring over 100 software engineers, testers, UI/UX designers, and business analysts per year from U.S. universities and we have become successful at tapping into this talent market. We are seeing approximately a 10% annual increase in engineering enrollment across the country and that is great news for our industry.
There is a great deal of talent emerging in the market, but as a potential employer, you have to understand the nuances of the universities, the students, and the entire playing field in order to attract graduates to your company and make them successful. To complicate things further, universities vary in their teaching methods and course curriculum, so a cookie-cutter approach to recruitment and training won't work.
The first step to being successful in recruiting Generation Y software engineers is understanding the university landscape. The great debate in engineering schools is whether to teach a theoretical or practical curriculum. The best schools do both, but this is not the case at every university and it can even vary from professor to professor within universities.
InformationWeek Tech Digest, Nov. 10, 2014Just 30% of respondents to our new survey say their companies are very or extremely effective at identifying critical data and analyzing it to make decisions, down from 42% in 2013. What gives?