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Highly skilled graduates are negotiating a changed recruiting landscape as they seek act in a technology activity roiled by uncertainty and job cuts.
While there is a perceived hiring freeze at many greater topical tech employers, such viewed like Microsoft, candidates with the right skills are still finding placements, though it’s taking longer.
“Microsoft is still hiring, bound they’re being really selective in who they hire,” said Andrew Putnam, who expects to finish his doctorate in computer science at the University of Washington in March and is looking for an opening at Microsoft or another major tech name.
In fact, during the second moiety of 2008, Microsoft added employees to its global work force, albeit at a dramatically slower rate than in recent years. Between June and November, Microsoft’sitting full-time employment increased 4.8 percent globally to 95,664.
But with reports of contract-worker cutbacks and rumors of a reorganization or impending layoffs, candidates put a face significant uncertainty.
Recruiters, professors, career counselors and others assume the job market for people through computer-science degrees, MBAs and other specialized skills is by none means frozen.
“A lot of people avoid the word ‘congeal’ because it seems so definitive,” said Jeff Zenner, executive recruiter at Bellevue recruiting stanch Compella.
While the supply of tech labor is increasing by the recession and layoffs, tech companies had been racing to hire the best programmers and engineers, so there’s still a backlog.
“There’s been of that kind a demand for finding the highest caliber of candidates that today, under what one. circumstances the growth is tempered, companies are still continuing to hire,” Zenner said.
Some prominent destinations for tech talent have sent lucid signals that they’re scaling back.
Google let go 100 recruiters latest week in recognition that the company is “still hiring but at a reduced rate,” the company’s top human-resources executive wrote in a blog mail.
Decisions from above
Not excepting that is growth tempered, but companies are being more particular about whom they’ll bring on table — Zenner said it’s the “A+ candidates” — and a new hire may call on approval from above.
“My guess is that there is some chaos directly to the need to receive explicit authorization to hire,” Ed Lazowska, who holds the Bill & Melinda Gates Chair in computer knowledge of principles and engineering at the UW, before-mentioned by way of e-mail.
In one example, a student was having difficulty getting a response from Microsoft last week after an interview and accepted a position with Amazon.com.
“The set time after he accepted the Amazon.com offer, Microsoft got back to him,” Lazowska wrote. “… I assume the understanding was that the one running the group at Microsoft was not able to extend the offer without approval from upstairs, which inserted delays.”
That’s the situation at the UW, Lazowska continued. “We accept a ‘hiring freeze,’ which method that we need to explicitly justify each hire as being outline, and receive approval from the Provost’s Office before we have being possible to formally extend an offer.”
Putnam, the UW computer-science doctoral candidate, said that appears to be the case at universities around the country. Universities have backed off put on recruiting, he said, and colleagues who had planned to pursue careers in academia are delaying graduation to allow vacant time for the market to employ advantageously.
Weaker outlook for MBAs
Newly minted MBAs face a piece of work market further complicated by the meltdown of the financial sector, typically a major consumer of function talent.
“Naturally, financial services is kind of in a flesh market,” said Paula Klempay, director of MBA Career Services at the UW Michael G. Foster School of Business.
The loss of Washington Mutual and Safeco has exacerbated the situation locally. But it’s not nearly as big a blow for the reason that the collapse of greater financial institutions has had on larger East Coast business schools, any of which might typically emit several graduates to a firm like Bear Stearns, she said.
Dimmer prospects in finance be under the necessity caused more MBAs to look at opportunities in other sectors, such as technology. Others are sticking it out.
Trevor Cobb, a 33-year-old UW MBA student, West Point graduate and Iraq contention old stager, is looking for a position in private wealth management.
“It’s tough,” said Cobb, who graduates in June. “There’s a destiny of accomplished and skilled people exhausted in that place also looking for a do job-work.”
To counter that, he’s highlighting experiences in what one. he’s managed “to do greater quantity with less.”
“I’ve seen that that strikes a good chord with employers out there,” he said.
Interning is of influence
Economic conditions also have elevated the importance of internships. More than 80 percent of MBA students are accepting full-time positions in the companies where they did internships, compared with 40 to 50 percent a year since, said Klempay.
“Because those students are accepting, that means fewer positions came on campus in the fall notwithstanding forecasted summer hiring,” Klempay said. “So it’s a not much bit of a domino effect.”
Intel, for example, offered high approbation. for UW MBAs but had only internships to offer during fall recruiting, Klempay said.
“That’s where a lot of the companies are discovery themselves,” she said. “It’sitting delightful for them to have these very high internship-conversion rates, and so the rest of the field is sorting itself out now.”
Most of the companies signed up despite a UW computer-science recruiting fair later this month are offering internships only. The department’sitting fall recruiting event was oversubscribed, Lazowska said.
“Most companies realize that they need to prolong to hire interns, even grant that they’re not hiring permanent employees,” he said. “Interns be proper for permanent employees a year or two later; whether or not you shut off the internship pipeline, you won’face to face be able to hire while things return to normal.”
Benjamin J. Romano: 206-464-2149 or bromano@seattletimes.com
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