The Future is Bright

Applications open now for the 2016 graduate programme.

Over the past decade and a bit, Intergen has had a strong and committed graduate programme. Our grads have always contributed hugely to our company culture, and very quickly become successful, fully-fledged IT professionals working on a wide variety of client engagements across Australasia and, thanks to our Seattle business, even building solutions directly for Microsoft Corporation.

Every year we scour New Zealand Universities for talented students.  Find out more about how the Intergen recruitment and induction process works.

Every year we scour New Zealand universities for talented students, and every year we’re rewarded by their creativity and problem solving skills. But it’s not enough. New Zealand’s IT industry is growing rapidly, with annual employment growing at 6.7% (TIN100 Report 2013). As a result we just can’t get enough talent. Demand for IT professionals is far outstripping supply.  

Over the past couple of years we’ve come to realise we need to be starting earlier by educating the future generation about all a career in technology has to offer.  We especially need to be encouraging young women into careers in ICT – for every woman in the sector there are currently four men, and less than a quarter of tertiary students in ICT-related degrees or diplomas are female.  

Nicola Crawford, Dharmistha Jeram and Michelle Taylor share their IT stories as recent graduates.
Nicola Crawford, Dharmistha Jeram and Michelle Taylor share their IT stories as recent graduates.

How does the Intergen recruitment process work?

Our programme begins mid-year with visits and presentations at the major universities. We present to final year students, talking about a career in IT and Intergen specifically, and the benefits of joining a well-developed graduate programme.   

Students apply online by submitting a video response and a coding test. Through this process we are looking for graduates for both developer and consultant roles. We identify a short-list and run full day interviews at our offices around the country, flying students in where necessary. We show them around our offices and conduct interviews for technical competence, cultural fit and ability to think outside the square.   

Selected grads are then offered a job by the end of July so they can focus on completing their end of year exams. Our intake officially starts in January the following year, but often grads will join Intergen after they have completed their exams.  We typically take on between 8-12 graduates each year. In 2015 we have recruited 15. Since 2001 we have hired over 120 graduates, many of whom are still with us in management and leadership positions.

What is the induction process for new recruits? 

The induction process includes a traditional four-day ‘boot-camp’ of team building and information gathering with senior Intergen staff in attendance for support and mentoring. Graduates are then inducted into their various teams, and included in projects under a buddy system where they are provided ongoing development and learning opportunities.   

Grad Bootcamp 2015 at the Makahika Outdoor Pursuit Centre
Grad Bootcamp 2015 at the Makahika Outdoor Pursuit Centre

Feedback from Graduate Recruits on Bootcamp

“I had an amazing time on boot camp and I don’t think I could have been a better introduction to Intergen and the values of the company. The first day gave us a whirlwind overview of the organisation before we were whipped off to the Makahika outdoor pursuits centre.” Albert Cook, Graduate Developer, Enterprise Solutions.

“What an incredible opportunity Bootcamp was to spend the week with other graduates like yourself, placed in a fun and friendly environment with plenty of team building and adventurous activities designed to not only challenge you, but prepare you as you begin your career starting at Intergen.” Adam Tay, Graduate Developer, Enterprise Solutions.

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