Diversity In Action

Booz Allen Hamilton has an ongoing need for tech talent

Grads with co-op and intern experiences have an edge. All employees participate in mentorship programs

'I’m not participating in the current recession,” reads a popular lapel button. It could also be the slogan for Booz Allen Hamilton (McLean, VA).

For more than a decade, Booz Allen’s U.S. government business has enjoyed steady double-digit growth. In January, Fortune magazine ranked the company fifty-second in its 2009 list of the 100 best companies to work for.

Booz Allen Hamilton is a consulting firm that offers information technology and other services that are strategic to its clients’ missions. Its IT practice employs a broad range of technical disciplines. The company has supported nearly all of the major departments and agencies in the U.S. federal government.

“We have an ongoing demand for entry-level talent,” says Pamela Hardy, diversity recruiting lead. “Our sense is that this demand will continue to grow. Our business is driven by the government and we’re going full steam ahead.”

The company hired 5,000 new employees in 2008. That same year annual revenues topped $4 billion for the services it offers in strategy, operations, organizational change, information technology, systems engineering and program management.

Booz Allen will be hiring entry-level talent throughout 2009. “We have the highest need for software engineers with an understanding of development,” Hardy says. Biometrics, cyber security and .Net developers are a particular focus. “Infrastructure and networking skills rank second. Our third area of interest is security, grads with Internet or information security and cyberware skills.” On a smaller scale, systems engineers with broad backgrounds and a business flair are sought for requirements analysis opportunities. Quality assurance skills are also of interest.

Hardy says that experience gained as an intern or during a co-op will certainly help. “We do give first dibs to interns,” she admits. “Before our interns leave for the summer, we offer them the opportunity to stay with their current assignment or be circulated for alternate opportunities.”

Like many companies Booz Allen attends career fairs, but its recruiters also offer resume workshops, hold classroom discussions and partner with affinity groups on campus.

“One of the things we’ve found in partnering with minority engineering programs and others is that many individuals going to universities are not thinking about consulting,” she says. “In some cases, they’re not even aware of consulting and all the opportunities in this field.

“We sponsor a one-day program aimed at providing a glimpse of life at Booz Allen,” Hardy says. She explains that candidates get first-hand experience working on a simulated case with a senior leader. This helps them gain a better understanding of the firm and the consulting field.

In addition to tech-focused groups like SHPE and NSBE, the company partners with UNCF (www.uncf.org), the Thurgood Marshall College Fund (www.thurgoodmarshall.org), Virginia High Tech Partnership (www.vhtp.org) and the Management Leadership for Tomorrow program (www.ml4t.org). Recruiters reach out to informal student organizations as well. Hardy notes that “Diversity is threaded throughout the talent management processes.”

Internally, Booz Allen offers employee forums for African Americans, Native Americans, women, people with disabilities and others. There’s even a group for younger employees that hosts a variety of events, learning sessions and networking opportunities.

“We have both formal and informal mentoring programs, and the majority of our employees participate,” adds Jennifer Lucas, a company spokesperson. She explains that in 2008 the company launched a website where employees can look for potential mentors.

The company’s Mentoring Circles program offers employees an opportunity to meet in small groups for two hours once a month over six to eight months. In Leadership Connection, small groups of experienced employees talk with senior leaders.

Hardy says that employees can also participate in a day that is designated for the mentoring of a specific group. “We partner with the Multiple Sclerosis Society (www.nationalmssociety.org) and other organizations. We discuss resume writing, accommodations and acceptable questions to ask an employer.”

The Emerging Leaders summer internship program provides paid internships for people with disabilities. In its ninth year, it’s one of Booz Allen’s signature programs. Students are matched to opportunities in prominent corporations and then invited to attend the annual leadership conference in Washington, DC.

Booz Allen is concerned about employee quality of life issues. In 2006 employee requests led to enhanced childcare tuition discounts and backup care services. The number of available daycare center places close to Booz Allen facilities has increased from 1,200 to over 1,850.

D/C