Apple's Make-vs.-Buy Decision - Research Paper Example

1. Explaining Approaches to Recruiting That Might Be Best Suited for Apple’s Talent Acquisition Based on the information given, it is tenable that Apple uses outsourcing as a way of recruiting employees for top engineering or technology positions. Furthermore, it is best if Apple ensures that the vendor (the company providing outsourcing services) is a private employment agency, given the competitive edge which characterizes privatization. With competitiveness comes increased efficiency. The importance of outsourcing is that it will guard the secrecy that characterizes Apple products (Williams and Curtis, 2012).

Gallo (2012) proposes that another option that Apple may consider is the extension of the recruitment practices of Apple to colleges and universities. This approach can complement Apple’s outsourcing since it is cheaper and will therefore go a long way in assuaging high expenses that may emanate from outsourcing. Likewise, Apple is bound to rake in the freshest of ideas and manpower that completing college and university students may bring with themselves into an organization. Again, Apple should consider fielding direct applicants.

This option may involve, identifying vacant portfolios and then advertising them in the dailies. Referrals and internal promotions can also help this course. This approach is vindicated by the fact that Apple appeals to all consumers and is therefore likely to attract as many applicants as possible. This option will also help Apple abate the level of expenditure it would incur by outsourcing its recruitment activities. 2. Describing Recruiter Traits and Behaviors That Would Lead To the Most Successful Recruiting Campaign for Apple Apple’s recruiter traits can greatly help further its successful recruitment campaigns.

Apple’s recruiters are welcoming, warm, have a personal touch and are trendy and innovative. The same are also tech-savvy and specialists who are deeply acquainted with Apple’s products, mission and organizational culture. In order that Apple attracts the best skills and talent, it has to have tech-savvy and specialists who are well informed about Apple’s products and technology so that applicants who meet the threshold that Apple requires can be separated from those who do not qualify.

Without the input of these specialists, it will be impossible to identify practical skills that Apple needs (Merrill, 2008). Conversely, the welcoming and warm nature of the recruiters is to help Apple maintain the human aspect of Apple’s activities and corporate image. If the recruiters are welcoming and kind, both successful and unsuccessful applicants are left feeling that Apple is committed to fair and democratic human resource practices and (it) has an environment that helps foster optimal productivity.

To attract the best talent in IT technology, Apple must present itself as the organization that such talent is looking for, as the best organization to work with. This in turn is impossible if the recruiter lacks personal touch (Pfeffer, 1992). 3. Suggesting Three Ways That Apple Can Effectively Plan for HR Resources Some of the ways Apple can use to effectively plan HR resources include: Hiring the services of another company to manage Apple’s HR resources (also known as outsourcing). This will be the most expensive approach.

Training existing employees on new skills. This approach will be relatively cheaper. Downsizing. This is the