Comparison of Recruitment and Selection Process in Apple and Samsung

This report compares and contrasts the recruitment and selection process of Apple and Samsung, highlighting their similarities and differences. It discusses the importance of hiring skilled and knowledgeable candidates for innovation and achieving company goals.

MANAGING PEOPLE
CAREERS

Contents
INTRODUCTION...........................................................................................................................3
MAINBODY....................................................................................................................................3
Compare and contrast the recruitment and selection process of two given originations.......3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment and selection, activity is the part of human resources management and this role
is performed by HR manager. In which they hire and selected candidates on the basis of some set
criteria such as skills, experience and knowledge. This is considered as the vital role that is
performed by the HR manger within company as it very important to hired some knowledge and
skilled candidate for brining innovation in product so that company will able to attain their goal
in small period of time (Oaya, Ogbu and Remilekun, 2017). In context of this, the present report
is based on two organisation which are apple and Samsung. Apple Inc. is a multinational
organisation which deals with electronic devices such as iPhone, iPod, MacBook etc. this
company was founded by Steve Jobs, Steve Wozniak and Ronald Wayne in 1976. Whereas
Samsung company is also a multinational organisation which deals in electronic devices such as
TV, Cell Phones, Washing machine etc. this organisation was founded by lee Byuny-chul in
1938. In which the present report covers the discussion about recruitment &selection process of
both given organisation along with evaluation and comparison.
MAINBODY
Compare and contrast the recruitment and selection process of two given originations
Recruitment refers to a process that is used by company for filling their vacant position in
which they continuously seeks and then hire candidate for a specific job. In includes the whole
process of hiring from inceptions to an individual’s recruits integration into firm. This process of
hiring is varies from organisation to organisation but there are some steps which are common in
each company. Recruitment is the initial step and selection is the final step. And the both steps
are same in each company (Abbasi and et.al., 2020). So in context of both the given process
some of steps that are related with the recruitment and selection process is discussed below:
Recruitment process of Apple: In relevance to graduate peoples, initially Apple Inc.
conducted research process in order to recruit staff that is showed no significant difference. After
that they will promote about vacant process. And then carried out various steps of recruitment
with the help of many modes such as online interview, offline interview, Skype and so. These are
for those applicant who applied by the vacant position of company that are launched by firm. On
the other hand, when a company wish to carried out mass recruitment then they will research out

about technological colleges because the apple company is a technological company which deals
in software and hard ware. So for this they needs to recruit that appropriate and knowledge
candidate which have all significant that are need for performing specific task in effective
manner. In that process they first go with group interview. In which the applicant will be set in a
group with almost 15 interviewee. In that apple employee will ask each candidate a series of
social questions and more about that what actually apple wish to have in individual. While this
peoples need to be present for various role such as they need to act as both employee and
customer (Patterson and Zibarras, 2018). Each part of interview will be screened carefully, it is
either the interaction among candidate.
Once the candidates will clear first rounds, then there will be background will be checked.
Afterwards the next step will start in which they notified their applicant within 2-6 days in which
candidate will received phone call or may be email like you have cleared your first round
successfully. In this round they will asked about their opinion related to apple as well as their
about their interest of job position at Apple. This can be carried on phone and sligh last for 15
minutes. This is one on one process in between interviewee and store manager.
Next the third step is arrived in which the response of all members will be analysed like will
the candidate will responds with question and situation in effective manner or not. In third stage
the question that will asked by manger might be similar to last two rounds. As well as ask how
will you managed a specific situations. This process is carried by general manger of Apple Inc.
After all process, the last process of interview is started in which the mangers of company
will ask candidates to come to offices for one on one interview and this process will be accrued
by higher level manager. In initial stage the normal ad general question will be asked to
candidates but in this round manger might go more personalised question about the past of the
candidates. This process might take 20 minutes and the candidate will be notifies and examined
within 3 week span (Pramod and Bharathi, 2016). If will get rejection then they will be notified
wither by email or phone call but is more common that they received information about selected
by emails during this the they judge the skills and knowledge of candidates also which they
required for lancing some innovative product so that they will able to attain their pre-defined
goal.
Hiring process of Samsung

The Samsung Company offers a decent and positive workplace environment to their
employees this provides encourage and motive. While working with Samsung individuals will
get chance to create front line innovation that push that limits of possibility. So working at
Samsung will be the dream of every graduate. The recruitment process id Samsung is consducted
every year to select new candidates. In which they carried out in four rounds. In order to get
placement in company a candidate need to clear all four rounds. In which the global Samsung
aptitude test second is technical, then third is technical interview and the last round is HR round
(Nguyen, 2019). The carrier in Samsung will started by passing an exam which is GSAT. In this
it consist 50 question related to aptitude and candidates need to answer all these in 60 minutes.
Along with aptitude some question are related with reasoning also. If candidates cleared this
round then only they will eligible for second round. In this round the technical question will be
asked to peoples which is related with Java, C/C++ and so on. Afterwards technical interview
will be carried in which candidates need to answer the question that will be related with projects,
static variable and so on. Lastly, HR round will be held in which the test of communication skill,
personality, and general knowledge of candidates will tested. This is when Samsung Company
will recruit people on campus. Where as in off campus this process is different. If people will get
rejection then they will be notified either by email or phone call but is more common that they
received information about selected by emails.
Comparison
Both the companies will followed the similar standards of recruitment process all the way
from advertising the vacant position to the point of selection, orientation and training. For which
the role of Human resources mangers will not vary significantly. Both the firm will advertised
their vacancies on their websites of company. In relation to skills and knowledge, each
organisation mainly emphases on vacancies, in which Apple Inc. their manager seeks to
imperative knowledge and unique skills for manufacturing unique products (Sathish and Yadav,
2020). The apple is more emphasis on recruiting some experienced workers whereas Samsung
Company seeks to require and emphases on academic and professional qualifications. And the
difference in both companies on the basis of recruitment may on strategies.
From above mentioned points it has been analysed that both the company possess
similarities in recruitment process such as carries 4 steps of hiring but there is slightly difference
also. In which the Samsung company mainly emphasis to recruit fresher who possess excellent

knowledge related to the technical whereas apple seeks to hire experienced and talented peoples
who possess unique skills that are required for launching innovative products for grabbing and
influencing customers towards their offerings.
CONCLUSION
From above discussed report it has been analysed that recruitment and selection are the main
important process of a company for brining innovations in products so that company will able to
gain competitive advantage at marketplace as well as able to achieve their pre-defined objectives.
Additionally, it is also vital form firm to recruit appropriate, skilled knowledgeable and talented
candidate for vacant position then only they will able to attain their goal. Further, it has been
summarised from above mentioned points that the recruitment process that followed by Samsung
company is slightly difference to the Apple Inc. such as apple is mainly emphasised on recruiting
experienced and skilled candidate and whereas the Samsung is relies to seeks those people who
possess knowledge who are fresher. So for apple launching innovative products for grabbing
huge market shares.

REFERENCES
Books and journals
Abbasi, S.G., and et.al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438.
Nguyen, T., 2019. Recruitment and Selection of Teaching Artists of Color in Nonprofit Theatre
Arts Education. Teaching Artist Journal. 17(3-4). pp.69-85.
Oaya, Z. C. T., Ogbu, J. and Remilekun, G., 2017. Impact of recruitment and selection strategy
on employees’ performance: a study of three selected manufacturing companies in
Nigeria. International Journal of Innovation and Economic Development. 3(3). pp.32-42.
Patterson, F. and Zibarras, L. eds., 2018. Selection and recruitment in the healthcare professions:
Research, theory and practice. Springer.
Pramod, D. and Bharathi, S. V., 2016. Social media impact on the recruitment and selection
process in the information technology industry. International Journal of Human Capital
and Information Technology Professionals (IJHCITP). 7(2). pp.36-52.
Sathish, Y. and Yadav, I. S., 2020. AN ANALYSIS THE RECRUITMENT AND SELECTION
METHOD DEPLOYED IN THE GROWING INDIAN INFORMATION
TECHNOLOGY IN HYDERABAD. Journal of Critical Reviews. 7(9). pp.1592-1597.