Apples Recruitment Empowering Self-Esteem

Question: Describe about the Report for Apples Recruitment of Empowering Self-Esteem. Answer: Recruitment is the method of attracting the pool of suitable applicants for vacant positions within the organization (Stone, 2013). It is necessary for recruiting the right candidate for the right position because it helps in meeting the objectives of the business. Therefore, the appropriate methods for recruitment need to be used (Stafsudd, 2003). Apple is considered as the number 1 innovative corporation in the world. The companys strategy ofinnovation involves new products andpioneering business models. Apple is a brand where most of the people are willing to work. It is so famous that some people say that it is easy to take admission in Harvard as compared to getting on board of Apple. It clearly shows that getting Apple is not simple. Although getting employed is cumbersome, but even after getting through the tough procedure satisfaction is quite less (Mei-Ying Wu, 2011). The recruitment method used by Apple is internal recruitment, i.e. posting the job on the website. The Humanistic (Soft) approach is being followed in Apple. The employee who joins this organization admits that the experienced gain is three times more as compared to other companies (Stone, 2013). Thus, it demonstrates that employee development is a priority. Although the employee development is the priority, but the individual who has joined as a technician remains the same. His experience over the period doesnot give him added advantage like other companies.Besides this, the individual has to work along with other teams to provide the best product in the market (Himelstein, 2011). The working hours are more than 60 hours per week. Moreover, the employees are required to live on the premises and paying for the rent as well as food. The recruitment process of Apple is similar to the other organizations procedure. This method is tedious and time-consuming. The candidate applies to the website for the openings. After applying, they call the candidate via email and each applicant has to undergo 3 to 4 rounds of interviews which help in matching the profile of the aspirant with the job opening. The first interview consists of a group interview in which candidates will in a group setting of around 15 applicants (Berger, 2013). There are a series of social questions, and people person questions. Besides this, there would be certain role-playing activities in which the candidate plays the role of an employee as well as the customer. These interviews, as well as the interactions, are screened for giving the result of the first round. Apart from this certain characteristics of a person are also assessed like the dressing sense, his ability to ask questions and gestures during the interview. If the candidate qualifies the first round of interview, then a background check will be done. Every individual has to go through the same process. The technical person might be good at his work, but not in communication. Just because he is not good at expressing he will be rejecte d. After the background check, the applicant will be notified for second interview within a time span of a week. (Mueller and Frandsen, 2016). The second round is the telephonic interview which lasts for 15 minutes. During this conversation, the candidate is asked about their opinion of Apple as an organization and their interest in the job position. If a person needs the job, he will surely speak well about the job. Assessing the job fit by asking about the organization does not seem to be the right criteria (Boon and Biron, 2016). Once the person qualifies this round, then the applicant is called for personal interview. The interview is conducted by the manager of the store. The candidate is asked about their previous experience, and their ability to handle situations will be checked. The person who has the referrals will be preferred on the priority basis rather than the individual who possess skills. The head manager takes the last round of the selected candidates. During this interview, the same set of standard questions is asked along with some personal queries. For, e.g., the past of the candidates. The discussion co ntinues for about 20 minutes, and the response is intimated within a week span. In the last round, not only the future but also the past of the candidate is asked to make certain that the person will do the job well enough, and they will take the occupation even if the salary expectations are not met. After the span of a week, the result of an interview is intimated either through a phone call or via email. Apple employees feel their work experience is beyond the paycheck or any other employee in any other organization. They feel valued and bigger than themselves because of Apple. The key message behind this is that they inspire and engage people from the very beginning (Pandita and Bedarkar, 2015). But the real picture is altogether different. Apple does not tell the trainees untill the time they are hired that they will be on the training program of four-week, 8 a.m.-5 p.m. which is actually a testing period. The program is broken into four, with each having one-week sections of live instruction as well as self-paced modules. At the end of every week, there is an exam. There are given two likelihood of hitting the scoring benchmark. If they fail in both the attempts they are out of the program. Therefore, workers pay full attention to keep the job even after selection because they have tried so hard to reach here. Even after qualifying the employee faces various problems like shifting from one place to another. The waste is improperly disposed of in some of the places. Apple is also facing criticism from the shareholders due to the lack of diversity. Apple maintains excessive secrecy which makes it unfeasible to know why the person has been asked to do the assignment. The only option is to do it blindly. The recruitment of the right person at the right place and at the right time saves the time and cost of hiring. To ensure this a person is appointed which will be fit for the job various rounds of the interview are conducted in the organization. Still, there is the lack of satisfaction among the people which leads to turnover due to the above-mentioned reasons. The products of Apple are very innovative, and user-friendly but the working conditions are very shocking where a person is unable to contribute (Kemp, 2005). References: Berger, P. (2013). interview. Electronics Letters, 49(7), pp.436-436. Boon, C. and Biron, M. (2016). Temporal issues in person-organization fit, person-job fit and turnover: The role of leader-member exchange. Human Relations. Bouwhuis, D. (2015). Empowering self-esteem. Gerontechnology, 13(4). Himelstein, S. (2011). Engaging the moment with incarcerated youth: An existentialhumanistic approach. The Humanistic Psychologist, 39(3), pp.206-221. Kemp, A. (2005). Inside job [internal EDA tool development]. Electronics Systems and Software, 3(4), pp.20-22. Mei-Ying Wu, (2011). The effects of internal marketing, job satisfaction and service attitude on job performance among high-tech firm. Afr. J. Bus. Manage., 5(32). Mueller, D. and Frandsen, R. (2016). Trends in firearm background check applications and denials. Journal of Public Affairs. Pandita, D. and Bedarkar, M. (2015). Factors Affecting Employee Performance: A Conceptual Study on the Drivers of Employee Engagement. Prabandhan: Indian Journal of Management, 8(7), p.29. Stafsudd, A. (2003). Recruitment policy vs. Recruitment process: espoused theory and theory-in-use. Academy of Management Proceedings, 2003(1), pp.G1-G6. Stone, R. (2013). Managing human resources. Milton, Qld.: John Wiley and Sons.