3 key ways you can rethink University Recruiting for engineering roles

Tech recruitment has witnessed significant changes in the last few years. Rather than relying on the traditional method of focusing on a group of core schools and competing for a small segment of the talent pool, recruiting teams can use new tools to find great talent from a wide range of backgrounds. Huh.

To find out the way companies like CodeSignal are transforming technical recruitment and opening doors for candidates, frank muAppraisal Research Manager at CodeSignal, Joins Kate BeckmanExecutive Manager of Community and Insights at RippleMatch, and Kelly Anne CheungHead to Emerging Talent Recruitment – America on eBay for a discussion about trends, opportunities, and best practices for recruiting early career talent.

Here we’ve put together three of the top takeaways, and you can watch full conversation To hear all their insights.

1. Talent Is Everywhere

While some schools may be largely engrossed in the minds of engineering teams and recruiters, there is great talent in a wide range of schools.

To testify to this point, Frank shared that CodeSignal actually ran an analysis of which schools produced the highest-performing candidates on technical assessments. More than 50 percent of undergraduate computer science majors in the US finished one of CodeSignal’s evaluations, giving the research team plenty of data to see how schools measure up. Frank pointed out that 30 percent of the schools on CodeSignal’s top ten best-performing list were not part of the school. US news and world reports Top 30 Engineering Schools. In fact, CodeSignal’s best-performing school, the University of Virginia, Charlottesville, was not on the top 30 list.

This points to the importance of expanding the set of backgrounds you want to consider. As Frank explained, “If you target only the top schools, you are not only competing with too many companies, but reducing your own candidate pool.” Looking at other schools and using objective metrics to measure technical skills will give you access to a vast number of candidates you may have never seen before, and in fact, may even lead to better talent.

2. Leverage Technology

One of the biggest barriers to recruiting teams is team bandwidth. Whether you’re reviewing applicants, managing candidates, or building relationships with schools, your team has just enough time. Unfortunately, bandwidth constraints can make it difficult for talent to spend time diversifying the sources you watch. Use technology to save your time where it’s most valuable.

Automated sourcing or applicant review tools like RippleMatch can make it easier to manage the influx of candidates. CodeSignal’s technical evaluation can free up time for your interviewers by giving you an immediate sense of a candidate’s skills.

Kate also recommends hosting school-agnostic virtual events. She explained, “A school agnostic approach is a great way to connect with talent that isn’t on your radar.” These will allow you to connect with a wider pool of candidates without the need to visit a large number of universities. Some possibilities suggested by Kate include “hosting virtual events to help candidates prepare for coding interviews or to learn more about software engineering internships at your company. A great way to find out.” That candidates are interested and engage with them in a way that is more meaningful.”

3. Connect with candidates at the right time

With university recruiting, many candidates start showing up at the beginning of the school year and will have offers quickly, and the same is true for many candidates from underrepresented backgrounds. Kelly Anne reported that 60 percent of women in software engineering have secured an offer before the holidays. As she explains, “A lot of students want to go home for the holidays with an offer in hand and then just focus on school for the rest of the year.” To access a large pool of technical talent, make sure you take action before you are out of the market.

CodeSignal data on valuation volume shows this trend of initial recruitment with large spikes during the September/October period. Then there is a small second wave of recruitment in February/March.

Quantity of CodeSignal Common Coding Framework Assessments Completed, 2019 – 2022

Kelly Anne also recommends partnering with nonprofits to provide education and meet students as a more organic way to connect with talent: “We actually offered some courses in partnership with CodeSignal , such as helping candidates become familiar with the CodeSignal platform and sharing advice on how to perform at their best in skill assessment.”

Another benefit of engaging with talent in these organic ways, as Kelly Anne pointed out, is that it allows you to showcase your company’s values. As he explained, “Early in my career, we used to make presentations about our company and list all the reasons why it would be great to work with us, but he was telling them instead of showing them. Now, we are able to show them our values ​​through events such as our skill-building courses and through partnerships with organizations that provide mentorship.” For Gen Z candidates, the alignment with the company and what you offer An understanding of how their career goals fit into the going career goals are strong motivators that can pique their interest in getting involved.

Finally, with a little creativity, some clever use of available tools, and a commitment to finding great talent wherever it comes from, your team can adapt to this changing world and optimize your university recruitment efforts. can. And if you’re interested in saving your team time by using a CodeSignal assessment to objectively measure candidates’ skills, request a Discovery call today!

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