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.
As graduation for the class of 2014 approaches, businesses need to prepare for what's next: an increase of Gen Y in the workplace, more retiring Baby Boomers, and an impending talent war sure to shake up hiring, according to a new report.
ConnectEDU and Achievers surveyed 15,000 upcoming graduates for their fifth-annual report that examined what matters most to this year's class when it comes to their future workplaces. Topping the list were career advancement, salary, mentorship, and interesting work, the report found.
"These responses indicate that the Class of 2014 understands the importance that training and mentorship have on their career success," the report said. "They're looking to the leadership at your organization for coaching on how to become qualified for their next job, not just their current position."
This year's class is also more hopeful than last year's: 72% indicated they are optimistic about landing a position, up almost 8% from 2013. But while this bump bodes well for recent graduates, competition for companies to acquire the best new workers is fiercer than ever.
"Boomers are retiring from the workforce at a rate of 10,000 per day, and they're taking years of experience, knowledge, and workplace ideas with them," the report said. "That leaves the workforce with a higher percentage of Millennials who are not only the most educated generation in history, but are also the least experienced, making it difficult to recruit employees with the cutting-edge skills and experience employers seek."
To stay competitive, hiring managers need to attract and retain the best entry-level IT talent. Here's a look at five things you should know.
1. Ask scenario-based questions "Experienced IT professionals can go on and on in interviews about everything they've done and all the projects they've worked on, but you can't expect that with these candidates," Ryan Anderson, executive technical recruiter at IT staffing firm Mondo, told InformationWeek. Instead, ask them scenario-based questions to determine how they would handle certain situations.
"If you need someone who's highly organized and can stay calm, ask them what they would do if all the servers go down, and follow up with more questions: Why did you decide to handle the situation that way? What was the hardest part? What would you change? This will give you insight into how they'll behave when they're confronted with these situations in real life."
2. Home in on experience Recent graduates may not have all the technical skills you're looking for, but that doesn't mean they won't succeed in your organization, said Rona Borre, CEO of IT recruiting firm Instant Technology.
"A lot of the hot technologies like mobile development are so new that you don't need years of experience to be successful," Borre told us. "Instead, look for candidates who can talk about an experience, like what
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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