Almost all the major IT companies operating in Ukraine, have their own internal corporate universities or training programmes. The main objective of these programs is to prepare new generation of engineers, because the classical state universities do not always cope with this task. For us, corporate education program is not a short term project is a complete structure, which prepares engineers for our specific needs and requests.
The average listener corporate programs EPAM — a student (3-4 year University) 20-22 years of age who has a basic technical education. But it is not 100% rule. Recently, many of the participants do not have the technical education is taught. Our priority is also a high level of English (not below intermediate), as well as good soft skills (communication skills, ability to work in a team).
In the training program, as in company are the employees of different ages. In my opinion, the problems of cooperation and communication between representatives of different generations is largely contrived.
We have additional training as a youth (20-25 years) and older listeners (35-40 years), the so-called “switchers” who are forced to or desire to want to change their profession. They can come from the technical sector, and from sales or humanitarian spheres. As a rule, these people have rich experience in relations with the employer, they know how to work with people and to participate in the design field. But IT is a new direction for them.
So, we are not dividing people by age. The difference in approaches and working with different groups of students depends on their motivation and in no way resonates with the so-called theory of generations.
What is the difference in motivation between different groups of students? For the “switcher” is a new start, they start a new life and meticulous in everything belong. They are active, grasping at all possible, try very carefully to consider the details. Such candidates a lot of time spend on self-study, ready to move the steps. They understand that not everything comes immediately. Need to work and get bonuses on merit.
With regard to young people (20-25 years), it strongly confirmed the influence of “fast money.” “Fast money” very strong influence on the children, who are studying the first courses of universities. Our country has enough opportunities to earn the starting money in the IT field, so many drop out of school and often stay in development. After all, why study further, if it is possible to earn not bad?
Others want a very fast career development. They need recognition, merit, career growth, and quickly. Even faster than the development of the industry. The cycle of development, changes in the IT industry for about three years. Every three years they want to change, want a new career and new career offers, new projects. However, it seems to me that to 30-35 years in their attitude to life and work will change and they will be more similar to the current “switchers”.
Some young people have trouble adapting to outdoor conditions — guys “periselene” parents ‘ attention, they fall out of your process and not always able to quickly adapt to changes. We screen out in the early stages, so it’s hard to say how to work with them.
Definitely say which candidate is better, who only started his career, or a “switcher” — it is difficult. Perhaps in some situations, someone from the decision-maker will prefer a man with life experience who has some knowledge and experience. But on the other hand, junior-s sometimes show more desire, passion and they have the fire in his eyes.
In General, the competition between the young specialists in the IT industry is very high. Last year I came across statistics about the number of young specialists, prepared by different universities, IT schools and courses. There appeared the figure of 40 thousand people. On the other hand, according to the same resource, last year, employed no more than 2-3 thousand of young professionals. Even if I multiply this figure by 2, that is seven to eight times less than the 40 thousand who have completed the training. This suggests very high competition for a place in the industry at the initial stage — up to 10 people in the place. Why such a huge gap? Because universities and various schools still prepare not to those who demand real. They provide primary knowledge. Therefore, large companies like EPAM have to train people themselves.
In September, the conference of young scientists and startups Falling Walls Lab Kyiv. For the third time in Ukraine organizes the regional stage of the Klitschko Foundation with the support of leading companies: EPAM Systems, SoftServe, Bayer, Seedstars.