Recruiting entry-level technical talent


To find talent, you must invest in the seeds of talent; you must create and nurture talent; you must be willing to assume the risk that the talent you grow and nurture may sometimes benefit others, even your competitors. Still, companies that take a broader view of talent acquisition benefit in the long run. It is the law of nature: the more you give, the more you receive! The idea that the primary function of hiring managers is simply one of match-making, i.e., find the right person for the right job, is antiquated. Instead, forward-looking companies understand that talent acquisition also entails participating in the development of such talent, particularly for entry-level positions. Such companies play an active role in defining, creating, shaping, and nurturing talent. Progressive companies understand that the paying close attention to how talent is developed and grown is itself a rewarding experience, one that is mutually beneficial both to institutions of higher learning and to corporate America. This is particularly true for entry level positions. In a recent article submission to CIO, Dr. Gupta identifies ten easy steps to recruit entry-level technical talent. For more information on this article, please contact Dr. Gupta at

About Dr. Gupta

Dr. Uma G. Gupta is the Founder and President of STEM.SMART, a non-profit organization dedicated to increasing the pipeline of U.S students interested in STEM careers. In addition, she is the CEO of PlanetGPA, an international student recruitment services that serves as an extension to the recruitment offices of U.S. universities.

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