| Graduates who are entering the information | | | | they are able to draw in applicants, convert those |
| technology field directly from the university level | | | | applicants into professionals, and sell the company at |
| have to contend with eager IT recruiters at job fairs | | | | every opportunity. While some of these measures |
| and open houses. IT recruiters are tasked with | | | | may be subjective, there is nonetheless significant |
| finding the best IT professionals while promoting | | | | pressure within the IT department on individual |
| aggressively the company that they work for. While | | | | recruiters. |
| graduates may find the enthusiasm and aggressive | | | | Once a graduate understand the pressures on an IT |
| approach of IT recruiters a bit much at times, they | | | | recruiter, they can better understand the underlying |
| need to understand the pressures applied on these | | | | issues within the IT recruitment process. Graduates |
| recruiters by the industry which they work in. | | | | are probably very familiar with the application, |
| The information technology market in the United | | | | interview, and hiring process in the IT field. |
| Kingdom is not just a domestic market anymore. | | | | Undoubtedly, they will have to apply and interview |
| International companies from Europe, Asia, and North | | | | with more than one company before landing their |
| America are setting up offices and recruiting outposts | | | | first professional position. |
| in the United Kingdom to recruit top notch | | | | However, graduates need to fully appreciate the |
| professionals from British and Scottish universities. IT | | | | machinations that go into hiring an individual IT |
| firms have a public face in their recruiters, who feel | | | | professional. Recruiters, interviewers, and hiring |
| the pressure to meet application quotas and find the | | | | managers need to communicate about subjective |
| best talents at the same job fairs as their | | | | measures like communication skills and potential for |
| competitors. The aggressive attitude is meant to | | | | long term success. As well, there is the tough task of |
| impress graduates, not put them off. | | | | differentiating between dozens of candidates who |
| The competition from international firms only hits on | | | | have the same educational experiences. IT firms |
| the surface of recruiting issues for IT firms in the | | | | ultimately have to determine whether an IT recruit or |
| United Kingdom. In addition to beating out | | | | applicant is worth the investment in training, |
| international competition, there is a need for individual | | | | equipment, and salary. Graduates who can take a |
| recruiters to beat out their colleagues in the IT | | | | realistic approach to the IT recruitment process will |
| recruitment department. Recruiters need to | | | | be able to successfully use it to their advantage. |
| demonstrate to their managers and supervisors that | | | | |