With most organizations now requiring IT graduates, including established, well-known names such as those mentioned in Chapter 1, What Do IT Graduates Want?, the competition for talent is tough. So, in this chapter you will be provided with tips and templates that will help you identify what you can offer candidates, and you will also find help for interviewers.

Recruitment, in my opinion, is a blend of sales and marketing activity with patterns similar to that of the dating game. Therefore, throughout this book, I will draw on concepts from both the world of sales and marketing as well as dating.

Creating a role description

Now that you have a good idea of how to explain what your organization has to offer to a potential recruit, you want to spend some time on designing a role description.

A great role description includes a list of duties the individual will need to carry out on a day-to-day basis, the skills you want the ideal candidate to have, and the personal attributes you look for in a candidate. The advice here again is to keep it as real as possible, as overselling or underselling may lead to a bad role fit and wasted recruitment time.

The starting point of a job advert is either the organization description or the role description. If the job advert starts with the role description, the organizational description and any references to packages should follow. In any case, you need both elements for a great job description.

The following are the elements essential in creating a good role description:

Description heading	Questions to answer
Purpose of the role	Why does the...

Description

Capture the best and brightest IT talent for your company. In the competitive IT hiring market, the best candidates are often snapped up by big companies before they even graduate, so what can you do to attract them to work for you? The new generation of IT graduates have their own values and each industry has specific recruitment techniques, and the savvy hiring manager needs to know about both in order to attract the very best graduates. In this practical guide, An Coppens gives hiring managers unique insights into the new generation of IT graduates and what helps them make their career decisions. Featuring examples of recruitment strategies that have worked for some of the great names in the IT industry such as Google and Microsoft, An translates their strategies into practical tips so you can implement them in your organisation’s recruitment process.

What you will learn

Uncover the motivation and habits of the current generation of IT graduates Identify and sell the benefits of working for your company Develop an attractive brand presence online Make a splash on social media to get noticed by graduates Engage with students interactively through competitions and on their campus Discover the best way to build an optimized recruitment process

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Fabio Radin Jun 15, 2014

This quick book is for all people that in last years got into obstacles in finding and attracting good and motivated IT talents. The author, An Coppens, introduces the reader to these themes through the recruitment experience of very well known companies: Google and Facebook. Both the society have a clear approach in their style of work: dynamic, flexible, innovative, supportive, empowering and inspiring. Only people feeling in the same way should be hired, so the recruitment phase is focused on understanding if the candidate is aligned with the company spirit. And this spirit is typically found in the Millenials.The first chapter of the book describes the Millenials. This is the new generation of guys approaching the work world for the first time and asking for several qualities: flexibility, the possibility to work when, where and how they want, speed, the capability of trace the future, a customized approach for products and work style. Only understanding these people a company will be able to attract them.The second chapter helps the reader in the definition of a good company profile and role description in order to be attractive for a new candidate. Which selling points are the good ones (salary, benefits, type of location, ...) and which are not. This introduces the third chapter, where it is described how new (online) technologies could help a company to gain respect and visibility: social media, web site, YouTube, Twitter and so on, and how to use them to reach your candidates.The last chapter tries to define the best recruitment process, starting from telephone interview up to the the hiring phase, through skill tests and personal interviews.I found the book really easy to read and written very well. It touches all the typical difficulties an company could encounter to hire new employees and it describes very well how to change the way in which we see the candidates to find not only an employees but a talented partner.

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B&B Jun 14, 2014

If you are a company having trouble to hire or keep IT graduates, this book is for you.With chapters involving all stages of the hiring process, from advertasing an open position to interviews towelcoming the new hire, it has valuable tips on how to make your company more attractive to IT graduates.Chapter 1. What do IT graduates want? offers a view about what IT graduates expects from their work life andthus from the companies they want to work for. It also teaches mechanisms to find how employees sees the companyand therefore gives you a view of what needs to be improved to make your company more appealing.

Wolf Halton Jun 11, 2014

This may be why you have trouble keeping Millennials on staffIf you are having trouble hiring Millennials and keeping the best on staff, it may just be a communications problem. Business policies are essentially frozen communication between the management of a company and the staff. If you have not updated your policies in a few years, they might be holding you back from hiring and retaining the best and brightest new college graduates.In her book, " Attracting IT Graduates to Your Business ," An Coppens, Chief Game Changer at Gamification Nation Ltd. shows simple steps to update your company's message and hiring practices. Millenials want to be part of something they believe in and they want to have their input heard. The top-down communications model at many companies makes a newly hired person feel powerless and voiceless.Coppens suggests managers study the top 100 companies to work for and copy their methods:+ Maintain a fun workplace+ Encourage flexible work schedules+ Use competative hiring+ (Re)Make your company into a place where the brightest students compete to get into.This book is only about 50 pages long. If you are considering hiring an HR consultant, read this book first. Attracting IT Graduates to Your Business

Attracting IT Graduates to Your Business: Capture the best new IT talent for your company

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