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Tech hiring teams globally are gearing up for the fall university recruiting season.

Soon, tons of new graduates and entry-level programmers will enter the job market, and you should be doing all you can to take advantage of this window of hiring opportunity and funnel the most qualified programmers into your interview process.

University recruiting has always been an effective strategy for sourcing, engaging and hiring programmers, especially for internships and entry-level positions so this is the perfect time to fill your tech recruiting funnel with quality programmers that could become the foundation for your company’s long-term success.

Keep reading if you’re a hiring team member looking for tips and tricks to find and recruit some stellar green talent to bring into your interview process.

Tech Recruiting Challenges

There are a ton of ways university recruiting can go wrong. Therefore, it’s important that you identify the hurdles you are experiencing so you can begin working through them to ensure a smooth interview process

University recruiting is a key step in attracting talent and providing a path for full-time hires so it’s crucial to address any challenges you may be facing such as:

  1. Are you not getting enough entry-level applicants through the door or don’t have a process to implement code challenges to source candidates?
  2. If you do get a high number of applicants, do you spend too much time sifting through them to identify the qualified ones?
  3. Are you worried that your time-to-hire is too slow and you can’t act quickly on great candidates?
  4. Do you wish your university recruiting process was more objective to root out unconscious bias and discrimination?

You are not alone.

Solving Tech Recruiting Challenges

The trick here is to diversify the channels you’re using to get quality graduates and entry-level talent to apply to your jobs. Participating in online events such as virtual career fairs to code challenges and networking happy hours are also great ways to source top talent and invite them into your interview process.

You can also maximize your impact at events or host online coding competitions through the Codility platform. Finding new ways to attract talent with code challenges or sponsored challenges can be a great way to ignite action among graduates, generate buzz and drive traffic on social media.

In addition, try the following:

  • Glassdoor
  • Indeed
  • LinkedIn
  • Campus job boards
  • Handshake
  • AngelList
  • Industry-specific job boards (e.g. EdSurge for Ed Tech companies)

Many companies turn to the Codility tech recruiting platform to accelerate time-to-hire, preserve engineering resources, and increase conversion rates throughout the university recruiting process. Flatiron Health worked with Codility to save 430 hours each university recruiting season. Contact us to learn how we can save you time and use code challenges to source quality graduates and entry-level talent.

Marketing Specialist at Codility, Jeff is passionate about empowering hiring teams to connect with candidates. He draws on his own experiences as a recruiter to create meaningful content. Outside of work, you can find him on the soccer field or catching the latest Sci-Fi flick.

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