HRM Case Study: Tech Companies' Cutthroat Recruitment

Instructor: Brianna Whiting

Brianna has a masters of education in educational leadership, a DBA business management, and a BS in animal science.

Tech companies want to get the latest and greatest gadget out ahead of the competition. One way to do so is to make sure they have the very best candidates to work on that technology. Let's take a look at how they recruit.

Finding the Best Employees

Did you ever drag out the heavy typewriter so that you could type a professional looking resume that you would fold neatly, place in a sealed envelope, stamp, and send off, all while hoping the company would receive it within a few business days?

Gone are the tedious practices of landing a job from yesteryear, and here to stay are touch of your finger processes for immediately delivering resumes and other application materials. In this lesson, we'll learn all about recruitment, which is the task of finding the best candidates and then hiring them, focusing on special recruiting tactics used by tech companies.

History of Recruitment

The newspaper used to be a handy tool when seeking a job. As the internet grew, many companies started posting jobs online. More recently, the recruitment process has turned to mobile devices, where everything can be found right at the tip of your fingers.

Resumes and application forms also used to be the norm for getting familiar with job applicants. Now many companies have turned to more technological ways to learn about their potential candidates. For example, there are lots of social media sites that offer areas to create a profile where you are able to include most information that is found on a resume, and which can then be filtered to target to specific employers' needs. Instead of reading through numerous resumes to get to the most interesting applicants, sites like LinkedIn provide recruiters with all of the information they need at the click of a mouse.

Recruitment Techniques

So how do tech companies find the best candidate? Let's take a look at some of their practices.

Employer Brands

In order to get the attention of top candidates, you need to make your company attract them. One way tech companies are doing this is by creating a brand. This means they are showing candidates what their company stands for, what their working culture is like, and what it is like to work for them. A strong brand can bring the best and the brightest to a company. For example:

1. Arcade Nights: A company in Austin, Texas hosts an arcade night for interested candidates to learn about the company and offer their resumes. The atmosphere excites candidates and lets them know that the tech company is a fun place to work. This type of recruiting has made the company one of the top places to work in Austin.

2. Grabbing some drinks: MoneyDesktop hosts a meeting at a brewery for candidates to learn about the company and share a few beers. The casual relaxing tone of a bar (as opposed to a stuffy office) grabs the attention of candidates.

Looking Within

Sometimes the very best candidate is actually a current employee. While a company is out looking for someone new, they may actually be losing the best candidate right from underneath themselves. You see, current employees often get recruited away to other companies, so it is crucial to always look at what you currently have to see if anyone can move up and fulfill the roles that need to be filled. The key is recruiting fast and keeping your eye open first to your in house team before looking outside.

Internet Searches

We have all purchased something online and later witnessed an ad from that very same store while browsing another site. Well, some tech companies have started to do the same thing in recruiting, only instead of an ad for purchasing an item, they are now showing an ad for their company with the hopes of luring in new candidates. This in your face advertising makes candidates not only recognize the name of tech companies, but creates curiosity about what the company stands for and maybe even pushes people to begin researching them. For example Cisco Systems sends targeted messages after identifying origin of website visitors telling them about employment opportunities.

Wonderful Benefits

Who doesn't want to work for a company that offers great benefits? Because there are so many tech companies out there, offering the best benefits package is a great way to recruit new candidates. Some examples include:

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