>  
 
 
 
 
 
 
 
 
 

Successful Partner Growth Leveraging College Hires 

Don Morton & Mike Slette, Microsoft Fargo

Dr. Bonnie Klamm, North Dakota State University

Dave Bailey, Arctic IT

October 3, 2007

 
 
 
 
 
 
 
 
 

Select Quotes From 2007 Partner Economic Survey 

00inding competent, trustworthy, technical personnel with the desire to do the job 00ight00 has been very difficult00/font> 00ependable people with knowledge are  
hard to attract00/font> 00here is a lot of competition for talented  
people and not enough people to choose from00/font>  
 
 
 
 
 
 
 
 

Summing It All Up 

00he overall problem is that we cannot find qualified people to offer jobs to. It is not that they do not want to work for us. No one goes to college to become an MBS consultant.00/font> 

00uote from 2007 Partner Economic Survey 

 
 
 
 
 
 
 
 
 

The Challenge and the Opportunity 

Only 5-10% of partners plan to hire college graduates in the coming year 
Source:  2007 Partner Economic Survey and feedback from Success With People 
 
U.S. Dynamics National Account partners confirmed high ROI on a new college grads over 2-3 year period  
 
 
 
 
 
 
 
 

Microsoft Dynamics  
Academic Alliance (DYNAA) 

A mission to build world class partnerships with educators, partners and customers00/font> Free:  Microsoft Dynamics licenses, Microsoft support, online training, curriculum repository Purpose:  Teaching and research only Approx. 1,000 global academic relationships About 300 DYNAA members in the Americas 

However00/font>very few DYNAA relationships  
involve a Microsoft Dynamics partner and/or Dynamics customers 

 
 
 
 
 
 
 
 
 

Microsoft Dynamics Academic Alliance 00ins00/font> 

00niversity Wins00/font>  

Relationship with local economy Guest lecturers from partners  
and customers Internships and co-ops Input from partners on  
advisory boards  

00tudent Wins00nbsp;

Can earn substantial income in growing Microsoft Dynamics field Gain transferable knowledge Worldwide opportunities Grow professionally in  
competitive market  

00artner Wins00nbsp;

Students for internships and co-ops Participate on advisory boards Influence curriculum development Attend career fairs and  
recruitment events Additional opportunities for consulting fees  
 
 
 
 
 
 
 
 

BusinessWeek00 2007 Best Places to Launch a Career 

  Ranking for 2007 Top Degree Hired # Interns in 2006 % Eligible Interns Offered Jobs Salary Range 3 Year Retention Rate Deloitte 1 Business 1165 87% $50k-$55k 50% PWC 2 Business 2807 88% $50k-$55k 58% Ernst & Young 3 Business 2245 98% $50k-$55k 49% Microsoft 6 Computer Science 1113 N/A $70k+ 75% Accenture 8 Engineering 125 91% $55k-$60k N/A KPMG 11 Business 1871 95% $50k-$55k 59%  

Source: Partners have not persuaded students there are alternative rewarding careers  The recruiters from partners have targeted the top 25% of the class000they are not going to get them00/font> The middle 50% of class are equal or better in work ethic and native intelligence to students found anywhere else If a recruiter can present an opportunity that excites students, recruiting should not be a problem 
 
Dr. Leslie R. Porter, Leventhal School of Accounting, USC  
 
 
 
 
 
 
 
 

Secondary Target 

Primary Partner Recruiting Targets: Tier 2 and Tier 3 Institutions 

Very Selective 

Large 

Very High 

TIER 1 PUBLIC 

Michigan State 

Very Selective 

Large 

Very High 

TIER 1 PRIVATE 

USC 

Selective 

Large-Medium 

High 

TIER 2 PUBLIC 

Western Michigan 

Selective 

Large-Medium 

High 

TIER 2 PRIVATE 

Loyola University 

Less Selective 

Medium-Very Small 

Limited 

TIER 3 PUBLIC 

Grand Valley State 

Less Selective 

Medium-Very Small 

Limited 

TIER 3 PRIVATE 

Concordia College 

SELECTIVITY 

SIZE 

RESEARCH TYPE 

EXAMPLE 

Primary Target 

Source: Carnegie Foundation for the Advancement of Teaching 

Secondary Target

 
 
 
 
 
 
 
 
 
 

Insights from a College Professor 
Dr. Bonnie Klamm, NDSU 
Fargo, North Dakota 

 
 
 
 
 
 
 
 
 

North Dakota State University 
College of Business Internships 

Internship process at NDSU Requirement Evaluations Student Employer  
NDSU Career Center Overall Career Fairs 00Fall 2007 Employer participation Student participation  
A Plan for Partners  
 
 
 
 
 
 
 
 

NDSU -- College of Business  
Internship Program 

Internship, co-op (co-operative education) Graduation requirement Experience in field of study  
Career Center monitors process and collects evaluations By students By employers  
 
 
 
 
 
 
 
 

Student evaluations of co-op experience 

Rate the value of the co-op Describe Organization and is core values Corporate climate Major responsibilities and contributions Levels of interaction Skills enhanced Answer:  What was expected of you as an intern?  
 
 
 
 
 
 
 
 

What was expected of you as an intern? 
 

To work with any team, meet deadlines, be on time, be productive. To be self-motivated, organize tasks, work individually as well as on a team. To solve problems that arise in an IT environment. To learn quickly. To keep up the website and solve  problems.  
 
 
 
 
 
 
 
 

Employer evaluations of student intern 

Performance evaluation on scale of 1 (did not meet expectations) to 5 (exceptional) including such areas as Accountability; attendance Customer focus; initiative; productivity Quality of work; teamwork; work standards Overall rating Open-ended comments on intern00 Strengths Weaknesses  
 
 
 
 
 
 
 
 

Employer00 open-ended comments about intern 

Strengths Worked well with customers Worked well on teams Accepted assignments Accepted challenges Showed dedication  
Weaknesses Needs to improve writing 00 grammar, spelling, organization build confidence when speaking continue striving to learn new things Too thorough, i.e., takes too much time to complete projects  
 
 
 
 
 
 
 
 
Support for students and employers E-Recruiting 00 Internships; fulltime positions Career Fairs 00Fall 2007 Meet the Firms (Accounting and Finance) 29 employers 250+ students Engineering and Tech Expo 159 employers 1,180+ students Network and build relationships  

NDSU Career Center

 
 
 
 
 
 
 
 
 

Partners and Colleges/Universities 

Determine Your employment needs, what type of individual can meet those needs, and which universities may have those individuals. Build relationships with Career Center personnel Faculty Participate in Career Center Job postings Internship programs Leverage your employees Have them help you recruit00.  
 
 
 
 
 
 
 
 

PARTNER 

CLIENTS 

EMPLOYEES 

VENDORS 

FACULTY &

CAREER CTRS 

STUDENTS 

Partners and Colleges/Universities

 
 
 
 
 
 
 
 
 
 

A College Recruiting Success Story  
Dave Bailey, Arctic IT  
Anchorage, Alaska 

 
 
 
 
 
 
 
 
 

Creating Our Own Options 

28 employees in Arctic IT Talented people weren00 coming to us Campus Recruiting00e didn00 have an option Focused on Upper Midwest/Northwest, a cultural and geographic connection University of ND, Western MI University, North Dakota State University Sold the amenities000the promise of adventure00/font>  
 
 
 
 
 
 
 
 

Our Biggest Challenge 

It WAS NOT recruiting and selling the organization Good Compensation Base salary increments tied to product knowledge / certifications Performance based bonus Billable hours without the pressure Creating the training program for the new staff arriving! Risk vs. Reward = Vision  
 
 
 
 
 
 
 
 

Keys To Training Success 

Recruit when business is good Train when business is slower Start recruits on the same day Established a detailed 3-month training program Gained commitment from existing staff to do their part Staggered resources throughout the period Teaching, shadowing, listening00earning what it means to be a consultant  
 
 
 
 
 
 
 
 

Things We Came to Know 

Most people don00 know what it means to be a consultant Professors offer good references When hiring staff out of college they don00 have many 00ad habits00/font> Teaching product knowledge is much easier than teaching consulting skills Back room, on-line training for product skills Consultants train consultants for 00oft skills00/font> Talk early about 00he questions00/font> Scenario based environment for learning  
 
 
 
 
 
 
 
 

The Scorecard 

In 6 months turned 3 college grads into staff consultants

00IS grad00nailed Business Portal projects 00ccounting grad00 designed Chart of Accounts Data integration projects being managed All 3 hires passed GP certification exams Upgrades, Training, On-Site Support  
 
 
 
 
 
 
 
 
 

Now What?

 
 
 
 
 
 
 
 
 

Resources and Coaching 

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