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Having a successful internship with Glaxo increases the odds; interns have shown whether they fit in. "We love our internship and co-op programs," says John Sweney, who heads Glaxo's talent program. "We want to fast-track those people."
Indeed, companies are becoming more reliant on internships. Rolls-Royce's Krok calls them "three-month interviews." Manning-Clark, of the Colorado School of Mines, says former interns used to account for about half the recruits companies wanted to hire; now, it's about 75 percent.
Tata Technologies, the Singapore-based engineering arm of India's Tata Group conglomerate, hires 500 graduates every year in India and another 15 to 20 in North America. "We always look for the ones that have co-op experience or internship experience," says Giulio Desando, a human resources manager at Tata. "They have the soft skills."
At Denmark's Maersk Oil, global recruiter Lee Paul Milligan advises students to let employers know if they've spent a lot of time abroad. "An international mindset is important to us," he says. "You go to any office in the world, and you'll find a huge variety of nationalities. I think I've got 10 in my own office ... Some students forget to put down that they've traveled to 10 countries."
Milligan is especially impressed with foreign exchange students, saying it takes courage to uproot yourself and study abroad, perhaps learning in a language that is not your own.
One of Maersk's recent hires is Luzana Costa, who left her native Angola at age 13 to attend school in Philadelphia. She wound up with a master's in applied geosciences from the University of Pennsylvania and joined Maersk last July as a geologist, working first in the Angolan capital Luanda and later at Maersk headquarters in Copenhagen.
Maersk also finds talent by sponsoring competitions.
Last year, it challenged students at Danish Technical University to help solve a problem that had been plaguing one of its North Sea oil rigs for months. Seeing the students compete helped Maersk Oil "get to know them on a more personal level," Milligan says. "We're benefiting; they're benefiting."
BP challenges students from universities in the United Kingdom, Azerbaijan, the United States and Trinidad and Tobago to offer innovative solutions to technical problems. The winning team from each country gets to go on what BP calls "the Ultimate Field Trip" — a two-week paid internship with BP operations in London, Scotland's Shetland Islands and Stavanger, Norway. BP has offered jobs to several of the contestants.
Google sponsors an annual competition that requires programmers from outside the company to solve algorithmic problems. Called Code Jam, the contest has been around since 2003 and last year drew nearly 21,000 contestants. Google has hired 1,000 Code Jam participants since 2009.
The contest "allows us to see how creatively people can solve problems, their ability to think creatively and solve tough, algorithmically difficult problems," says Lysandra Donigian, Google's student outreach manager. "Googlers get a chance to interact with the coders, so they get a chance to see if they would fit in."
The contest is meant to be fun. Last year's finals required competitors to design programs to kill zombies as they clambered out of the grave, among other challenges. The allure of the contest almost backfired with one recruit, though. Donigian says it took several years for Google to convince a two-time winner to accept a job. Joining Google, he complained, would leave him ineligible for Code Jam.
AP Education Writer Justin Pope contributed from Michigan