Apple: Leader in Technology & Innovation Since 1976 - Essay Sample

Introduction

Apple Inc. is an American technology multinational company founded in 1976 dealing with mobile devices and computer devices both in hardware and in software. The company designs develop and then sells such electronic devices to the consumers. The company is headquartered at Cupertino in California, and the company also has other branches and outlets around the world. The company has been very successful in technology advancement and manufacturing the latest and durable computers and smartphones that have won the hearts of the consumers (Heracleous & Papachroni, 2016). Apple has been considered among the successful technology companies alongside Google, Amazon, and Microsoft. The four companies have been considered the most advanced and developed companies in the world.

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The company has been experiencing issues to do with the hiring of employees. The complexity of the company's technological requirements has been a challenge to the new employees as they are not aware of what is required. Yet, they do not have the necessary measures to test the new employees before hiring them. When considering their competitors, Apple Inc. sees this as a challenge considering the fast-growing technology and the tastes and preferences of the customers around the world (Heracleous & Papachroni, 2016). The company also operates even in developing countries in Africa and Asia where there is less trained labor force, and the trained employees are not equipped with the relevant skills required for a competitive environment and a fast-growing technology. Recently the company hired me as a research assistant in identifying the best hiring methods and training of employees. The report contains an analysis of the best methods for hiring employees and training for quick and convenient production.

Hiring and Recruiting Strategies Used by Other Competitive Companies

Social recruitment has been found as one of the best employees hiring and recruiting strategies. The strategy has been utilized at Microsoft, and it has helped the company have access to the best and qualified employees for their services (Kar & Kumar, 2017). Technology asks for a company to utilize the available technology to put up with its facilities in the Market. Microsoft tends to recruit employees from their social media. Microsoft's career site excites the audience with the timely update of available job opportunities at the company. The company has developed an eye-catching career website that exudes the millennial and technological recruitment of the 21st century. The site has been segmented into two sub-branches for job opportunities consisting of students and recent graduates and the professionals' opportunities. The site of students and recent graduates offer students with an array of internship opportunities with the company while professional website seeks to find experienced professionals to work with the company. The site saves the company paper possessing and other employment procedures that individuals undergo when employing (Holm & Haahr, 2018). Candidates seeking employment with Microsoft create their profile in the two sub-branches of the site, giving the Human Recourse a more comfortable time hiring the best in a specific field. Students on internship get to learn the company's culture and tradition and the best production methods in the company (Cristescu, 2016). Internship students always empress because they look upon working for the company in the future.

The Positive Part of the Strategy

• The company has a database of all qualified potential employees from all corners of the world to choose from, and recruit to work with them.
• Internship students get to learn with the company, and they expand their skills

Negative of the Strategy

• Too many potential employees applying for the job online may upload fake qualification documents.
• Committee for hiring and recruiting employees' strategy as used at Google Company.

Google utilizes the strategy of having a hiring committee that is considered and respected for hiring and testing potential employees. The company has a committee that scrutinizes employees before they get hired to work with the company (Acikgoz, 2019). The committee consists of a global chain of employee recruiters, and each recruiter has their boss like the chain of responsibilities. For an employee to be successfully recruited with the company, he/she must satisfy all the recruitment committee members. One member may accept the application of a given candidate only the other member to reject it, and the company has granted the committee members the power to disagree to agree for the benefit of the company. The interview is always a process at google as the company seeks to have not just an occupant of the office but the best employee. During the interview with the committee of recruiters, an employee has to convince them of the best skills that make them unique to get employed at Google.

The Positive Impact of the Strategy

• A thorough screening of potential employees allows the company to get what they are looking for from an employee.
• Having a committee to interview potential employees gives the organization credibility of acquiring the best-experienced employees who are talented and only fit for such positions.

The Negative Impact of the Strategy

Biasness may make a member of the recruitment committee disregard a potential and a better employee based on their earlier experiences.

Employee referral programs as utilized at Amazon. This has been considered as a peer-reviewed strategy of recruiting employees. The process involves existing employees suggesting candidates for employment. They also assist the Human Resources to select the candidates for employment they think and consider would best help the company achieve its objectives. Amazon believes that the face of the current employees reflects the face of future employees. The company finds the strategy because of the employee familiarity with the working environment, what the work requires, and the day to day involvement (Roberson, Buonocore, & Yearwood, 2017). With such consideration, the employees will help the company recruit the best candidates for the job that will not fail the organization.

The Positive Impact of the Strategy

The company will help the company acquire employees that fit in the positions and with the best skills, which are a product of the existing employees.

Negative

Biasness and nepotism in the organization. The employees may help the human resources employee those candidates who are members of their family while disregarding qualified and better employees.

Recommendations

Social recruitment is the best of all strategies. The method will involve the company having a pool of skillful employees in a single platform, and with that, they can filter the most qualified and then subject them for testing. The testing process may be done the Google way, and this way will require the company to set experts in the company to act on behalf of the company in recruiting the employees they think are the best for the positions.

In this case, the recruitment committee will have limited chances of excursing their biasness, considering that these are candidates provided to them by a different team. Considering its testing criteria, the company will have the best employees.

After social recruitment, the company may also involve existing employees in helping them select the employees that they think will effectively work with them and offer the best for the company. In this regard, the employees will have a broader view of candidates considering that they have not interacted before to help the human resource recruit the best employees.

References

Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human resource management review, 29(1), 1-13.

Cristescu, M. P. (2016). BUSINESS INTELLIGENCE IN MICROSOFT SQL SERVER 2008 APPLICATION. Land Forces Academy Review, 21(4), 336.

Heracleous, L., & Papachroni, A. (2016). Strategic Leadership and Innovation at Apple Inc. SAGE Publications Ltd.

Holm, A. B., & Haahr, L. (2018). 11 e-Recruitment and selection. e-HRM: Digital Approaches, Directions & Applications.

Kar, D., & Kumar, A. (2017). Exploring New Age Recruitment Strategy and Trends for Organisational Augmentation. Indian Journal of Training & Development (ISTD) v, 47(3).

Roberson, L., Buonocore, F., & Yearwood, S. M. (2017). Hiring for diversity: The challenges faced by American and European companies in employee selection. In Corporate social responsibility and diversity management (pp. 151-171). Springer, Cham.