Read the following text and write case analysis by answering the tree given questions:
Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills and abilities of their employees that determines these companies’ efficiency, innovation and ultimately financial achievements. So, how do companies like Google and Facebook and even IBM and Microsoft attract the talent they need? As you’ll see these companies use some unique approaches. Modis, a global provider of IT staffing and recruiting, has an interesting philosophy about searching for talenting tech types. As pressure has mounted on businesses to find qualified employee, the search for the “perfect “candidate has become increasingly competitive. This company calls this “search for perfection the quest for the ‘purple squirrel”. Sometimes you just have to realize that, like the purple squirrel the prefect candidate isn’t available or doesn’t exist. But that doesn’t mean you don’t try to find the best available talent .How do some of the big tech names spot talent?
For “mature “ tech companies like IBM, Microsoft and Hewlett-Packard (HP), the challenge can be especially difficult since they don’t have the allure of start-ups or the younger, “ sexier” tech companies. So these businesses have to “pour on the charm. “ Take IBM, for instance. After its Watson computer beat two former Jeopardy champions in a televised match, the company hauled the machine to Carnegie Mellon, a top school where students got a chance to challenge the computer. IBM’s goal: lure some of these students to consider a career at IBM. H-P is using pizza party/tech talk approach at various schools trying to lure younger students before they get “snatched away by other tech companies and start-ups. “Microsoft which was once one of those start-ups, has sent alumni back to schools to promote why Microsoft is a great place to take their talents. And it is also host games nights, final-exam study parties and app building sessions and other events to try to lure students.
For companies like Facebook and Google, the search for talents is still challenging because of the increasing demand for and limited supply of potential employees. So even these companies have to be creative in spotting talent. Google, for instance, found they had been looking at resumes too narrowly by focusing (as expected) on education, GPA and even SAT scores trying to find those candidates with the highest IQ’s. But they found that some of those so-called genius weren’t as effective on the job as expected. So, they began to “take a wider view”. Rather than looking at resumes the “traditional way from top to bottom,” it began to look upside down” at resumes trying to find some rare, special attribute that could point the way to greatness. Facebook found that old fashion hiring channels weren’t getting the talent it needed fast enough. So it tried online puzzles and programming challenges to attract and spot talent. It was an easy, fast and cheap approach to get submissions from potential candidates. Despite these unique approaches, it’s also true that younger tech companies like these and many other many others, have a built-in appeal for candidates primarily because they’re what’s “hot” right now. Also, in many of the younger tech companies there’s no entrenched bureaucracy or cultural restrictions. If an employee wants to come to work in cargo shorts, t-shirt and flip flops, they do. In fact, what attracts many talented employees to companies like these is the fact that they can set their own hours bring their pets to work, have access to free food and drinks and a variety of perks.
1. What does this case imply bout the supply of and demand for employees and the implications for businesses?
2. What‘s the meaning behind the “search of the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies as well? Discuss.
3. Put on your “creative” hat. You’re in charge of HR at a tech start-up. What suggestions can you come up with for “ spotting talent ?
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This case presents one of the biggest challenges which are confronting organizations today – finding and retaining the best talent. As organizations are growing, they need larger number of human resources to manage their operations. Though IT has made several tasks automated, it has not been able to replace the human brain. There is an increasing demand for talented employees who have the zeal and the ability to come up with innovative ideas that can help the companies to gain competitive advantage in the marketplace. However, the supply of such talented employees is limited and this has essentially created a shortfall between the scarce availability and huge demand of talented employees. Amidst such situations, organizations are finding it hard to attract talent and most importantly retain them also....
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