Members of the class of 2014 know what they want from their future workplace, but do you know how to sell them on your company? Recruiters share five strategies for landing this year's top tech talent.
they did at an internship, how they built their own gaming app, or even a project at school. This will help you gauge whether they're self-sufficient, whether they can problem solve on their own, and if they take the initiative to try something new."
Mondo's Anderson says that if you see a candidate was a strong student, he or she is likely to be a strong employee as well. "Look for candidates that have a track record of achievement -- things they did in school, hobbies, extracurricular activities, and internships."
3. Gauge preparation How prepared was the candidate for the interview? Did she do her homework and read up on company news? Was she curious about the day-to-day of the department or business? All these factors are important in gauging how well candidates understand the company and its products, and are good indicators for whether or not the person is a good fit, Borre says.
"Managers want people who come in with a sophistication and a business savviness, which can't really be taught in school. They should be prepared and have done their research. They know who the leaders are, they understand the business, and they did their due diligence to prepare for the interview."
4. Sell them on the company Because graduates with degrees in computer science and technology have an abundance of choices, it's important for companies to promote strong corporate messaging, says Borre.
"What's the story? Why should someone want to join your company? Graduates want immediate gratification, and you need to be able to sell them that vision. Have a strong platform and highlight how employees progress -- they all want to know how fast they can move up in a company."
5. Don't neglect certification programs One common mistake hiring managers make is focusing only on four-year schools, says Anderson. "There are a number of aggressive courses with just 50% graduation rates because the program of study is so intense. Some hiring managers may ignore these just because they don't see degrees from top schools, but you shouldn't restrict your talent pool."
The end game should be acquiring the best talent, Borre notes. "Because there's such a tech war for the best, you really should be open to listening to all candidates, not just ones from four-year schools. It's more important to find the creative types and the people who really understand the business, wherever they come from."
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Kristin Burnham currently serves as InformationWeek.com's Senior Editor, covering social media, social business, IT leadership and IT careers. Prior to joining InformationWeek in July 2013, she served in a number of roles at CIO magazine and CIO.com, most recently as senior ... View Full Bio
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