When hiring, we look for far more than a degree (opinion)
Maureen Padgett
Maureen Padgett is Vice President of Technology for CSC's Corporate & Legal Solutions (CLS) business unit.
According to the Bureau of Labor Statistics (BLS), the United States unemployment rate has remained at or just below 4% from January through June of 2019. No matter what side of the aisle you sit (and vote), those numbers are optimistic.
The BLS also reported that employment has increased in professional and business services, which typically include occupations in the arts and sciences sector and require a certification or graduation from an alternative training program to land a job.
As our company has grown leaps and bounds over the last 20 years, so too has our use of the ever-changing technology that drives our business. I'm living proof, as my position was created within the past seven years.
While having a four-year degree in computer science or programming used to be a prerequisite to even landing an interview at CSC, today it's as much about attitude and aptitude as it is about having a piece of paper from a university.
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This isn't to say that CSC doesn't value a degree and hire new employees with college degrees all the time, but we also look at alternative programs in the world of technology. There are all different kinds of technical certifications that provide multiple options for getting a foot in the door.
And lately, developers, system engineers, and especially coders are among some of the most sought-after jobs on the market.
As an employer, you may be reading this thinking, how do I trust a local entity ― one that doesn't have the word "college" or "university" in its title ― with supplying a reliable pipeline for Information Technology (IT) employees? Besides, I already have local schools that produce students with enough good resumes.
As a potential employee, you may be wondering how a job in technology would even fit your background. Maybe you're not a whiz with your own laptop, and don't see yourself sitting behind a desk for 80 hours a week, sequestered from co-workers.
While both perspectives may have applied to the IT field in the past, things are changing rapidly, just like the technology that permeates our daily lives and provides employment in a competitive market. Those willing to adjust their perspective ― as we did here at CSC ― will get the best possible recruits out there, and find that work/life balance is achievable, even in the technology field.
Back in 2015, we partnered with Zip Code Wilmington, a non-profit coding school that offered training for those looking to enter the world of technology. We were not only impressed with their curriculum, but eventually, also became impressed with their students a couple of months later when their first class graduated.
Since partnering with Zip Code Wilmington at their inception, we've been able to find and hire many truly outstanding employees at CSC. These include five males and two females, two of which had only achieved their high school diploma or equivalent GED, and one of which had gone as far as to earn their Master's Degree, but was looking for a career change.
Not only are they all still employed here at CSC, but they all came to us with a strong work ethic and willingness to learn, according to my colleague, Pete Steiner, Vice President of CLS Technology at CSC.
"What I've noticed about 'Zip Coders' is they take the initiative to learn, integrate with our teams, and make a difference," Pete told me recently. "They fulfill key roles as developers and application support engineers, and Zip Code Wilmington provides their graduates with a solid foundation to contribute quickly and grow at CSC."
At CSC, we're focused on giving back to the First State, which has supported us for more than 120 years. So one of our goals is to create an environment where our people and communities will be better off tomorrow than they are today.
This type of community engagement speaks to the heart of that mission, and allows us to engage with different employment partners throughout the state.
By hiring locally, we help strengthen the community around us. Additionally, we don't have to pay relocation costs, and our lead times to fill positions are reduced, increasing productivity and reducing recruitment costs. It really is a win-win all around, and our first Zip Code hire, Software Engineer Rick Sparks, can speak to that relationship directly.
"Being part of the first Zip Code graduating class, none of us really knew what to expect, but they arranged the interviews with CSC for us," Rick told me. "After meeting some of the developers, I got a bit of a feel for what personalities CSC looks for and the culture. Plus, most of my family is local, so it was nice to be able to stay in the area."
Taking multiple paths to get to CSC, whether it's via the traditional college route or getting trained at Zip Code Wilmington, promotes diversity of experience. That's always a good thing when we are considering candidates for any position here at CSC, because it adds to our overall culture.