Apple's Make-Vs. Buy Decision

Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple's talent acquisition.

The recruiting approach that best suites Apple's talent acquisition is referrals, advertising at colleges and universities, and private employment agencies. Referrals are a great way of recruiting employees for a specific job because the referrals are coming from current employees who feel the person has the require qualifications, skills, and knowledge of the job. The company saves tons of money by using referrals unlike the other formal recruiting efforts. Advertising at college and universities puts Apple in a position of fulfilling their entry level positions which will be an effective and affordable approach. Apple alone has it fair share of direct applicants, considering the fact that it's trendy and appeals to all consumers.

According to the case study "Apple is known for innovative design, and along with that, it tends to keep details of what it makes highly secret. Making chip designs a company process, rather than a product to buy, gives Apple more control over the process and over the secrecy" (Noe, Hollenbeck, Gerhart, Wright 2011, p. 153). Therefore recruiting from private employment agencies puts Apple in a position of keeping their products a secret and recruiters are able to source out qualified candidates for Apple's top positions. That being said they must stay fresh with new perspectives and ideas. It's important that Apple shows growth and has succession planning in there company to prosper beyond measures It shouldn't be the only source of development as it might limit new ideas and innovations from coming from outside experiences. Overall Apple has been doing a great job at recruiting talent through their talent acquisitions department.

Describe the recruiter traits and behaviors that would lead to the most successful recruiting campaign for Apple.

To guarantee that Apple will have a successful recruiting campaign their recruiters must enhance certain traits about themselves to become more appealing to employees that have an interest in the company. The behavior of the recruiters must be notch for they represent the company in many ways. Recruiters for Apple should be warm and informative. Doing so applicants will respond positively to recruiters who care about them and are able to inform them of information they seek. Other ways Apple can lead a successful campaign is using teams instead of just using one individual recruiter. This would be a more useful method since with a team there would be less personal experiences and it would diminish the result of biases.

Recruiters should be able to truly select qualified candidates; display high energy at all times, and creative within the company. They should provide a lifelike job expectation or a preview of the position. Failure to do so can lead to employee job dissatisfaction and potential turnover. Training can be an expensive process, so it is in the best interest of the company to ensure applicants are getting a realistic idea of what the position is about and the culture of what the company is like.

Overall recruiters should make applicants feel Apple is best company in America to work for by communicating to them effectively with an awarding winning attitude. When recruiters show future applicants a warm and positive attitude towards Apple it makes for an easy process of selecting the right people of the position.

Suggest three (3) ways that Apple can effectively plan for HR resources. Rank in order of cost to implement.

Apple can effectively use Human resource planning by comparing the current state of the company with the goals in the near future; therefore this way it identifies the changes needed in order for them to meet those goals in a timely fashion. Many changes may occur when trying to reach certain goals. Some of those changes are downsizing and hiring new employees. There are three ways effectively that Apple can used for HR resources.

Firstly, Apple could effectively use outsourcing to firms and temporary employment agencies that have reliable track records with hiring top employees. Preferably they would need a company that specializes in employees skilled in technology. Taking a chance at temporary employment