¶ … Apple Company and how it recruits talent, how it selects and trains talent, and why it has become the most successful and most visible technology company in the world.
Description of Apple
The Apple Company (Apple Inc.) was first incorporated on the 3rd of January 1977. Apple is known for its excellence in "…designing, manufacturing and marketing mobile communication and media devices," according to the Apple profile written by Reuters. Steve Jobs and Steve Wozniak worked together to invent the Apple computers (Apple I and Apple II), and Apple II was the first successful computer designed for home computing using a mouse-driven graphical device.
Meanwhile, today, the devices that Apple designs and manufacturers include personal computers, portable digital music players, iPhones, iPads, Macintosh products, apple TV among other electronic devices.
In addition to these products, Apple sells many peripherals, a variety of software programs, networking solutions and "…third-party digital content and applications," Reuters explains. One of Apple's most popular portals is iTunes, and it also offers the "App store, iBookstore and Mac App Store" (Reuters). Apple is all over the world, manufacturing and marketing its products in Japan, Europe, the Americas, Asia Pacific (including Australia and other Asian countries except Japan), and it provides mobile learning products and products for educational settings.
Apple's Recruiting Efforts
Dr. John Sullivan writes in ERE, a recruitment portal, that one of the key recruitment tools Apple has going for it is its glowing reputation. Apple is the world's "most admired firm," according to Sullivan, who claims Apple has received that notoriety for years in a row. In many instances the glossy reputation Apple has earned lures potential employees to Apple without Apple having to go out and seek talent, Sullivan explains. The categories that are used to rank most admired firms include: "factors that impress potential applicants"; "people management"; "quality of management team"; "innovativeness"; and "social responsibility" (Sullivan, p. 3). Apple is very adept at making good impressions on the media and business executives, which helps it continue to craft a "most admired" image.
As to direct recruiting, Apple has a "pirate-raiding mentality" which means it has a "long history of recruiting away top talent from other firms," Sullivan continues (p. 3). When Steve Jobs was alive, he got directly involved in recruiting top talent; in fact Sullivan asserts that the hugely popular iPod might not have been developed if Jobs hadn't imported specific talent to help in the iPod's development (p. 3).
The former Human Resources VP at Apple, Jay Elliot, cites a core principle that Apple believed in: "Always… hire the best 'A' people. As soon as you hire a 'B' they start bringing in Bs and Cs" (Sullivan, p. 3). Recently Apple has recruited a skilled team of recruiting talent from Electronic Arts, but prior to that Apple's recruiting methods were, as Sullivan describes, "pedestrian." Apple used "job boards" and paid up to $5,000 to employees who referred talent to Apple that Apple ended up hiring, Sullivan continues (p. 4).
Obviously Apple has been successful at recruiting, but there are some recommendations for improvement that could be presented. For example, now that Steve Jobs is no longer the living symbol of Apple success (and it is not really known whether his successor, Tim Cook, can be as successful and visible as an Apple icon), the Apple Company should spend less time raiding other technology companies and more time training its own employees from the lower ranks. It is clear that talented people want to work for a highly successful company (a company that has in fact changed the way people live and communicate), and there are no doubt many highly innovative and talented people in Europe, Asia, and the Americas that would love to work for Apple.
The Selection Process at Apple
As to Apple's interview process as it selects...
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