RECRUITMENT OF APPLE INC.

VARIOUS RECRUITMENT METHODS AND THE RECRUITMENT PROCESS ADOPTED BY APPLE COMPANY INCLUDING THE ADVANTAGES AND DISADVANTAGES OF IT

1. HUMAN RESOURCE HUMAN RESOURCE
MANAGEMENTMANAGEMENT
ASSIGNMENT NO : ASSIGNMENT NO :
11

2. •TOPIC : TOPIC : VARIOUS RECRUITMENT METHODS AND
THE RECRUITMENT PROCESS ADOPTED BY APPLE
COMPANY INCLUDING THE ADVANTAGES AND
DISADVANTAGES OF IT

3. •Recruitment is the process of
finding and hiring the best-
qualified candidate from within
or outside of an organization
for a job opening in a timely
and cost-effective manner.
•The recruitment process
includes analyzing the
requirements of a job,
attracting employees to that
job, screening and selecting
applicants, hiring, and
integrating the new employee
into the organization.

4. •The process of generating a pool of qualified
candidates for a particular job
OR
•The process of discovering potential
candidates

5. RECRUITMENT IS A TWO WAY STREET
It is a “linking function”

6. Recruitment Process Goals
•Find the best talents for the vacancies
•Manage the recruitment sources
•Manage the vacancies in the organization
•Run the internal recruitment process
•Building the strong HR Marketing
platform
•Co-operation with local and international
universities
•Provide feedback about the trends in
the job market

7. METHODS OF RECRUITMENT
•Recruitment methods refer to the
means by which an organization
reaches to the potential job seekers.
•In other words, these are ways of
establishing contacts with the
potential candidates.
•Some of the most important
methods of recruitment are
as follows:
1.Direct Method
2.Indirect Methods
3.Third Party Methods.

8. DIRECT METHOD
•In this method, the representatives of the
organization are sent to the potential candidates in
the educational and training institutes.
• They establish contacts with the candidates seeking
jobs.
• These representatives work in cooperation with
placement cells in the institutions.
•Persons pursuing management, engineering, medical
etc.. are mostly picked up in this manner.

9. •Sometimes, some employer firms establish direct
contact with the professors and solicit informa­tion
about students with excellent academic records.
•Sending the recruiter to the conventions, semi­nars,
setting up exhibits at fairs and using mobile office to
go to the desired centers are some other methods
used to establish direct contact with the job seekers.

10. INDIRECT METHODS
•Indirect methods include advertisements in news
papers, on the radio and television, in professional
journals, technical magazines etc.
•This method is useful when:
(i) Organization does not find suitable candidates to be
promoted to fill up the higher posts
(ii) When the organization wants to reach out to a vast
territory, and
(iii) When organization wants to fill up scientific,
profes­sional and technical posts.

12. •Sometimes, many organizations go for what is
referred to as blind advertisement in which only Box
No. is given and the identity of the organization is not
disclosed.
•However, organizations with regional or national
repute do not usually use blind advertisements for
obvious reasons.
•While placing an advertisement to reach to the
potential candidates, the following three points
need to be borne in mind:
•First, to visualize the type of the applicant one is
trying to recruit.

13. • Second, to write out a list of the advantages the job
will offer
• Third, to decide where to run the advertisement, i.e.,
newspaper with local, state, nation-wide and
international reach or circulation.

14. THIRD PARTY METHODS
•These include the use of private employment
agencies, management consultants, professional
bodies/associations, employee
referral/recommendations, voluntary organizations,
trade unions, data banks, labor contractors etc., to
establish contact with the job- seekers.

15. RECRUITMENT PROCESS OF
APPLE INC.

16. ABOUT THE COMPANY
Vision: "To make a contribution to the world by making tools for
the mind that advance humankind.”
Mission: “Apple is committed to bringing the best personal
computing experience to students, educators, creative
professionals and consumers around the world through its
innovative hardware, software and Internet offerings.”

17. Apple-too Famous To Introduce
•Apple Inc. is an American
multinational technology
company headquartered in
California.
•It designs, develops, and sells
consumer electronics,
computer software, and online
services.
•Its products include the
iPhone smartphone, the iPad
tablet computer, the Mac
personal computer, the iPad
portal media player, the Apple
Watch smart watch, and the
Apple TV digital media player.

18. ….and a bit of history
•Apple was founded
by Steve Jobs and
Steve Wozniak,
two college
dropouts, on April
1, 1976
•1984 was the year
of the Macintosh,
arguably the first
“personal”
computer

19. RECRUITMENT PROCESS

20. RECRUITMENT PROCESS
STEP 1
Commence Recruitment
The Director of Human Resources at Apple Headquarters
completes the following documents before there is an
announcement for a position:
•Recruitment request form
•Job description
•Job classification and suggested salary range
•Interview questions
•Test/Skill evaluation tools
•Criteria for evaluating candidates

22. STEP 2
Announcement of Positions
•The Human resource department
announces the open position and draft
advertisements.
•The job descriptions are circulated to
about 340 agencies, universities and
organizations.
•The Hiring Unit has to bear the cost
of all other advertising expenses.

23. STEP 3
Advertising is a prominent source to
build a pool of candidates:
•Print media – Newspapers: State, national
or local; Other: specialist
magazines/journals
•Other media – radio, television
•Online media – LinkedIn, website
•Decisions must be made as to which
media to use and how the advertisement
should be designed to target suitable
applicants.

25. STEP 4
Receiving complete Application/Resume
and begin the Review Process
•Applicants are accepted or rejected on
the basis of their qualifications and
experience in the field of engineering
and management.
•The criterion for selection is
determined before the actual screening
takes place.
•Once the screening is complete using
the criteria of performance and
experience, the Hiring Unit interviews at
least three applicants.

26. STEP 5
Committee/Face to Face
Interviews
•The interview includes questions
that are relevant to the job under
focus.
•The interviewing panel members
have to fill the interview
evaluation form for each applicant
interviewed which is submitted to
the Human Resource department.

27. •Each applicants need to go through 3 to 4 rounds of interviews,
that is if Apple is satisfied with the resumes you’ve given them.
Details of the first interview will be notified to the candidates
after about 2 to 4 weeks.
•The first interview will be a group interview. Applicants will be set
in a group setting with about 15 other candidates.
• During this first interview, Apple employees will ask each
candidate a series of social questions, social and more of a people
person would be what Apple really wants. During this interview as
well, the candidates will also be present for several role-play
scenarios in which they get to act both as the Apple employee and
as the customer.
•Each parts of the interview will be carefully screened, even the
interactions between candidates. The most important point was to
dress properly, smile and ask questions.

28. •If the candidates have passed the first interviews, then there will be a
background check.
•The second interview will be notified within 2 to 6 days or a week span
and a phone call will be received by each candidate who had passed the
first one.
•They will be asked about their opinion on Apple, about their interest of
job position in Apple, etc. This phone call interview might last for 15
minutes and the candidate will be ask to come in person for another
interview in which they will be asked of their past experience and how to
handle certain situations and many other things.
•The interview will be done one on one with the store manager.

29. •For the third interview, every response of
the candidate might be evaluated, like will
the candidate respond with a question or a
situation.
•It might also be possible that they were told
not to wear anything formal like shirt and
tie, so in conclusion they might also be
evaluated by their clothing.
•The questions asked in the third interviews
would most likely similar to the last 2
interviews about how they past experience
and how to handle certain situations. This
interview will be done one on one with the
general manager.
.

30. •For the last interview, the candidate will be ask to come into
another one on one interview with the head manager/high level
manager.
•At first, it might be like the past three interviews, some
standard questions were asked, but it might get to more
personalized question about the past of the candidates. The
interview might last for 20 minutes and it was said that the
candidate will be notified within 3 to a week span.
•The rejection which happen to most of the applicants will be
notified either using emails or phone calls, but it was more
common that it will be done through emails

31. STEP 6
Reference check
Before an offer can be
made to the selected candidates a
reference check has to be done by the
Hiring Manager. This manager would
personally contact all the references
to complete the Candidate Reference
Check.
•Academic references
•Prior work references
•Financial references
•Law enforcement records
•Personal references

32. APPLE SELECTION
ATTRIBUTES
 Vision-minded. Everyone joining the company must have a clear
picture of its management vision – and fully agree to fight for it,
to defend it and to live with it every day. Applicants who do not
seem to get it are systematically rejected. When you hire people
who don’t seem to agree with, or care about your company vision,
you are potentially employing future enemies.
 Innovation-minded. Steve Jobs always emphasized the vital
importance of hiring people who are innovative – willing to create
something from nothing. Applicants are first chosen for their
ability and willingness to constantly create, rather than for
their technical competence.

33. Future-minded. Employees at Apple are driven by their leader’s
vision of the future and they contribute everyday to creating
the future, more than just beating the competition. Each of
them owns the future of the market because they know they can
contribute to creating it. The eagerness to create, not follow
the future is a vital attribute observed in top players, no matter
the industry.
Passion-minded. Steve Jobs’ first principle is: “Do what you
love.” People are hired because they love the product, the
company and its vision. Applicants who do not demonstrate a
genuine passion and “love” for the company’s purposes and
business philosophy will never make it.

34.  Contribution-minded. A statement given by an Apple recruiter
is clear enough: “We didn’t want someone who desired to retire
with a gold watch. We wanted entrepreneurs, demonstrated
winners, high-energy contributors who defined their previous
role in terms of what they contributed and not what they titles
were.” 
Engagement-minded. Over two thirds of Americans are not
engaged in their workplace. Apple management is strict on
employees’ level of commitment. Committed individuals who are
inspired by a grand purpose make the whole difference in the
most competitive conditions.
 Excellence-minded. Steve Jobs was known for his passion of
perfection. The company always tries things out until they are
perfectly done. The same attitude is expected of every
collaborator. Applicants who do not share that passion for
excellence do not have a chance.

35. Few frequently asked questions-
? Tell me About yourself.
? What are your Strengths and
Weakness.
? Why do you want to join Apple
? What do you know about us
? Why should we hire you
? What can you do for us if you are
Selected
? What's the time you faced a lot of
trouble in your life and how you solved it

36. REASONS FOR REJECTION IN THE
INTERVIEW
1.Poor attitude.
2. Appearance.
3. Lack of research
4. Not having questions to ask. Asking questions
shows your interest in the company and the
position.
5. Not readily knowing the answers to
interviewers' questions.
6. Relying too much on resumes.
7. Too much humility
8. Not relating skills to employers' needs
9. Handling salary issues ineptly.
10. Lack of career direction.

37. MERITS - DIFFERENT METHODS OF
RECRUITMENT ADOPTED BY APPLE
 Direct Mode:
There are less chances of partiality.
Best candidates can be placed for the roles.
Good way to meet a lot of people in a short space of time, cost-
effective
 Indirect Mode:
Sends a positive message about the company’s fortunes to the
marketplace
May encourage people to apply who were not considering moving
Fixed costs, although adverts may need to be repeated.

38. Many publications offer a print/ online packages
It has easy access to the masses like business people.
Third Party:
Cost of employee recruitment can be minimized.
 many candidates prefer dealing with an agency rather than an
employer
Minimal administration as the agency performs many of the
recruitment tasks, including external advertising
The vacancy doesn’t become public knowledge
No risk

39. DEMERITS : DIFFERENT METHODS OF
RECRUITMENT ADOPTED BY APPLE
INDIRECT MODE :
large numbers of inappropriate applications if care not taken
during drafting the job description and person specification
a badly designed website or technical difficulties can turn-off
potential applicants and damage the brand
High administrative costs
Often a slow process
No control over where your ads are placed within the press
environment
Limited reports on success as there is no automated/ measured
response mechanism in printed editions

40. DIRECT MODE:
 Fresh candidates selected through recruitment require
adequate training for work .This is an additional expense for
the company.
Candidates can’t work with their dream company and will
have to remain satisfied with the company that recruits
them during selection.
The direct mode of recruitment is not a solution for short
term and urgent staffing requirements.

41. THIRD PARTY

It is becoming increasingly difficult to find genuine recruitment
agencies. They mostly find agencies which are profit motivated
or those which scam the needy.
They sometimes charge a high fee from the candidates. Though
they get paid from the employer, they ask the applicants to pay
fees under the name of registration, deposit etc., thus doubling
their profits.
Candidates really don’t know if the job placement firms will even
send their resumes to employers.
Recruitment Agencies can be quite impersonal and might not
keep in touch with you as they are paid by their client, the
employer.

42. THANKYOU !