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The Pillars of an Award-Winning Program
Andersen Windows & Doors was selected as a 2024 Campus Forward Award Winner for their unwavering commitment to seeking out and hiring early career talent and investments in nurturing and retaining the next generation of diverse talent. Please see below for the highlights of their approach to early career recruitment.
Innovative Use of Technology
The team at Andersen values time, reducing manual workload and technology. Incorporating full virtual-video interviewing has not only saved students travel time but also allows for a more flexible and efficient scheduling process. Andersen understands the urgency to get feedback to candidates so they created a collaborative platform, internally, where all recruiters can see candidates with feedback, in real time. This has increased their initial communication, to candidates, by nearly 5 business days, early. Lastly Andersen has invested in a new Applicant Tracking System that now allows candidates to snap a picture of their resume to jumpstart their application process - which saves everyone time and redundancy.
Overarching Commitment to Diversity & Inclusion
DEI is embedded into the fabric of Andersen. The University Recruiting team has increased their DEI outreach every year, which has led to 20% growth YOY since 2021. The team sponsors diverse student groups such as NSBE, SHPE & SWE and working with these groups help build sustainable partnerships, trust and create a talent pool for years to come. Once hired, the UR team crosspollinates the new hire with Andersen's ERN (employee resource network) members to create connections, build professional development skills and continue fostering Andersen's culture. In addition to having a team mentor, the cohort attends a coffee and conversation with the Chief Diversity Officer and CEO in small, intimate groups.
Impactful Internship Program
At Andersen, leaders understand the value and impact the Enterprise Internship Program produces. Interns have the opportunity to bring the test and learn model to life in a professional environment. The University Relations team and hiring leaders empowers their interns to challenge the norms while still providing guidance and bi-monthly, formalized feedback, throughout the 12-week hybrid experience. Although Andersen's internship program hires freshman and sophomores, most are juniors. During the last 3 weeks of the internship, the juniors are eligible to select and interview for a full-time position (over 10 technical & non-technical areas and 6 rotational programs to choose from!) upon graduation. During the summer, while interns work on their final projects, they also get opportunities to engage with Andersen's culture. A Window's to Andersen Fair is hosted by the University Relations team and allows the interns to meet with the Culture Champions of Andersen, in a format familiar to them - a career fair but reversed! Booths included: ERNs, DEI, Rotational Program leaders, Community & TA. The last week of the internship is dedicated to the interns presenting their learnings from the summer with a final project and discovering if they are receiving a full time offer or returning for another internship. Investing in early talent enhances Andersen's culture and has led to nearly 70% of the interns continuing their employment, with the company, after the internship concludes.