Analysis of Apple's Recruitment and Selection Processes: A Report

This report provides a detailed analysis of Apple's recruitment and selection processes. It begins by examining workforce planning, highlighting how Apple identifies its staffing needs based on factors such as growth, changing job roles, system changes, and new product development. The report then explores various recruitment methods, including the use of job centers, recruitment agencies, and the advantages and disadvantages of internal versus external advertising. The core of the report delves into the recruitment and selection process itself, detailing the significance of a professional approach and the use of telephone and face-to-face interviews. It also explains how the recruitment process is linked to Apple's overall business success, emphasizing the critical importance of identifying and recruiting the right staff. The report also touches on how a professional recruitment process leads to efficient staff integration. The report covers aspects such as internal promotions, seasonal fluctuations and the need for temporary staff. Overall, the report aims to give a comprehensive understanding of Apple's approach to recruiting and selecting staff to support its business objectives and maintain its market position.

A.P1 Explain how a large business recruits and selects giving reasons for their processes.
A1-Recruitment of staff
Apple:
The work force planning is the simple identification and the analysis of the organisation in which
identity’s its size and its whole knowledge about the market in which, to meet the business
objective. It informs the business and about its future prediction of what impacts on the workforce
by taking into account by looking at the external and internal factors. Apple makes sure they are able
to identify the workforce needs as precise as possible. The HR team gets help from the finance team
an this allows both firms to work together in order to help to achieve Apple’s goal. Due to such a
large organisation, with 147,000 staff members working for them, the business always needs to
recruit staff due to the factors below;
GROWTH: Apple a global business that has members of roughly around 147,000 staff members
working for the. The business has grown by 15% and hit new heights financially with $108 billion in
revenues which has increased significantly from $65 billion in 2010. With this growth, recruitment of
staff is almost compulsory as more customers are to visit the stores. Therefore, if there are not
enough staff members working for Apple. Customers will suffer with bad customer service due to
the fact; not enough staffs are helping them and this will show a negative view of the business and
may loose out in revenue.
JOB ROLES ARE CHANGING: Technology becoming the latest trend and how quickly it is advancing
has affected certain job roles for example, self-service check outs were introduced and these
allowed employees could do other jobs in the workforce such as, helping customers with enquires or
helping at the back of the store. The reason why this is such a success to the business it allows the
technology to work and the employee to work at a different job role in which, it boosts the efficiency
of the workforce drastically therefore, if the business did not have this technology the employees
would not be able to complete the other task they had. Another factor is that it saves money as they
do not have to pay wage bill towards the technology therefore, saves money.
SYSTEMS ARE CHANGING: Technology again has dramatically improved the productivity within the
workforce and for their recruitment and selection process without the system change, Apple would
not been able to keep up with other businesses. Technology provides automation due to which the
time required o complete all the tasks is needed. Organising the candidates details with hands is very
time consuming therefore, technology saves the business from this hassle. Another factor is that,
Video interviewing saves time and reduces the needs for face-to-face interview especially today’s
time with the Corona Virus.
NEW VACACNIES ARE BEING CREATED BY MORE SPACE OR PORDUCT DEVELOPMENT: Apple is
certainly growing and it is more certainly enough that certain new roles are being opened and in
which needs to be filled in therefore, employees are needed as the market expands. This allows the
recruitment and selection process to be important. HR department will consider the best candidates
who are worthy to fill in that vacancies and has the skill needed in order to help the organisation to
continually grow. This allows those candidates to contribute to the business success. Staff may be
recruited to help the business as they launch a new product. The iPhone launch as an example,
customers will be asking questions about the new device in which, the staff members can inform
them in order to make sure the are understood and their question are being answered. This makes
sure Apple’s customer service skills to be good and allows customers to shop at their store more

often and may influence them becoming loyal which, helps Apple finically as they are not entering
rivals’ stores.
VACANCIES CAUSED BY LEAVERS/STAFF TURNOVER: This could either be because employees are
getting higher wages/salaries elsewhere or due to personal reasons. The position they have left may
not be filled therefore, Apple can place other employees or recruit other candidates who can take
their job role and their responsibilities. This allows Apple to recover from any loss being made from
that position in which, can have an impact on the organisation.
INTERNALLY PROMOTED: Employees being promoted to a higher position in the business will result
Apple to have to recruit someone else to take the position which has been left. This allows Apple to
recruit candidates who has the skill level needed in order to have this role in which, that employee
will contribute to the organisation’s goals/ achievement.
NEW OFFCIES OR BRANCHES BEING OPENED: Apple did start off being a small business likes off all
other businesses, but once they expanded and started to grow, they needed employees to work in
different positions for them. Recruitment and selection allowed Apple to highlight which candidates
have the best skill in order to get the role in which, made sure they will have a contribution towards
the success of the business.
SEASONAL FLUTUATIONS LEAD TO A NEED OF TEMPORARY STAFF: There are many events, festivals
or religious holidays in which a business needs to consider about their employees and they may
need to have days off therefore, the business may need to recruit staff which they cover for those
employees that are taking time. Apple will need to recruit staff in the winter as Christmas is one
religious holiday where they will be busy and they will most certainly need staff as people will be
using Apple products as gifts.
USE OF JOBCENTRES AND AGENCIES: Job centres and recruitment agencies focus more on giving
people jobs into smaller companies as these companies do not have the suitable staff and
department in order for recruitment. However, Apple is a hugely successful company and has lets HR
take on the recruitment process. Here are the pros and cons of using the recruitment agencies and
job centres.
RECRUITMENT AGENICES: Outside firm go and finds candidates for employers.
PRO- Quick to find and identify the right candidate and best for when companies are in demand for
the new recruitments. Professionals of job seeking will be there. Very cheap to outsource and is
useful for small business.
CONS- Expensive. Can be ineffective as of high competition between agencies as they are looking to
fill positions very fast. No cultural fit. Agencies are not experts at the company so it is hard to decide
which candidate is truly the best for the business.
JOB CENTER: Government agency to advertise jobs free of charge for businesses and free to use by
the public.
PRO- Attracts lots of people. Cheap for the level of service provided. Provide personal service. Can
reach out quickly to people.
CONS- Candidates may miss advert due to members of others getting it first. Only 18% of people use
Jobcentre on average.

INTERNAL ADVERTISEMENT VS EXTERNAL ADVERTISEMENT: Advertising a job internally often
happens when an employer wants to quickly and seamlessly move staff between existing positions.
External advertisement is when the business advertises outside of the firm and making sure people
are aware of the new job opportunity is being presented. Here are some advantages and
disadvantages of internal advertisement and external advertisement;
INTERNAL:
ADVANTAGE- Its cheaper and quicker than external advertising. The role needed can be widely
shared within the workforce or on the notice boards. The job description needed can be emailed to
all member/staff. The position needed can be shared without impacting on the advertising budget.
The organisation already knows your strength and weakness.
DISADVANTAGES- The pool of people the role is aimed at is smaller than if it was advertised
externally. The opportunity to introduce some new skills, ideas or personalities into the business will
be missed compared if you were to externally advertise.
EXTERNAL:
PRO- reaches a broader audience. Can introduce new ideas, skills and personalities within the
business.
CON- Expensive to advertise. You need to assess the candidates in which can take time. Candidates
may not have the skill needed.
Using the internal and external advertising will help the business to recruit staff members in which
they will have the correct skills needed in order to achieve that role. It will allow the businesses work
force to be productive and this will allow the efficiency of the workforce to be high and will
contribute to the success of the firm.
HOW THE RECRUITMENT PROCESS LINKS TO THE BUSINESS SUCCESS: Identifying and recruitment of
the right staff is highly critically important for Apple’s success. If Apple recruited the wrong person it
can lead to a bad reputation and fall in sales within the business and worse case can affect Apple’s
market share. Moreover, the most important asset for any business is there employees therefore,
getting the correct one is highly important and can have a major impact of the firm. Apple having a
good recruitment process ensures there is good applications which are being submitted by those
candidates for the job role which, leads to a large selection of candidates for the HR/ manger to
employ them.
HOW A PROFESSIONAL RECRUITMENT PROCESS LEADS TO EFFICENT STAFF INTEGRATION:
Professionalism is a major importance for the recruitment process for Apple as this leads to
employers having a good reputation of the business. Therefore, creates the applicants being treated
with respect and equality. Apple makes sure those employees are knowledgeable of the company
value and ethic and this is important as it the makes the employees know the culture of the
company. Apple makes sure they follow the characteristics of the applicants such as age, sex,
gender, marriage, disability, maternity, race, and religion. Apple makes sure those employees will
feel safe and protected and practically feel at home as they are integrated into their team.

A2-Recruitment and selection process
TELEPHONE INTERVIEW/ FACE TO FACE INTERVIEW: Most originations like to have a brief telephone
interview with you before inviting you for further assessment or a face-to-face interview. This type
of interview is likely to be short and, in less depth, compared to the face-to-face interview. The
advantage of telephone interview is that its quick and easy in which saves time for both parties and
gives a rough idea about the applicant and its also a cheaper and affordable method in which save
money for the organisation and you have more control on the budget. Disadvantage of this is that,
you will not be able to tell the body language through the phone and due to being a short interview
the candidates may not get a chance to show their worth in which, the organisation can lose out on
a talent member to be added to their firm. Face-to-face interview is a meeting in which the
candidate meets the interviewer and goes in depth about the business and why for them to select
you. The advantage of this allows the interviewer to understand the body language of the applicant
and allows the applicant to get a chance to express themselves for why they are a suitable
candidate. This is important as if the applicant gives out positive body language it shows a positive
sign for the interviewer to select him therefore, can have an impact on the business as he is keen to
work for them and it influences for them to be motivated for the organisation. A disadvantage of this
is that applicant can be nervous which can have an impact of interview and it is more time
consuming.
JOB ADVERTISMENT: The use of the internal advertisement allows employees within the
organisation to know when the employer needs to quickly and seamlessly inform staff member that
there is a new role to be filled. Placing the advertising could be held in the notice boards or can be
emailed to staff. External advertising is when the business advertises outside of the firm and making
sure people are aware of the new job opportunity is being presented. The business can advertise on
TV, radio or the newspaper.
JOB ANALYSIS: The purpose of this a is a step-by-step process of gathering, recording and studying
the roles, responsibilities, task and duties involved in a particular job position. The importance of this
is to ensure that the right candidate is selected to deliver the right output. It informs the business in
which person is the right choice to be selected and for them to work for the business in order to
have the same goal/ achievement as the organisation.
JOB DESCRITPION: Is a document intended to provide job applicants with an outline of the main
duties and responsibilities about the role for which they going to apply for. The importance for this is
that it is an essential part of the job applicants process as, with the right information, it should help
applicants to determine whether this role is the correct role for them and if they have the skills in
which are needed by the business. The main use of this is to provide employee the expectations that
are required of them, to support the recruitment team during the process, to help formulate training
and to help formulate any question for the interview process.
PERSON SPECIFICATION: This is profile of the personal skills, qualification, abilities and experiences
that during the recruitment and selection process. The use of this is that, it informs potential
applicants about the level and complexity of the job and helps them to decide whether to apply for
the job or not. It sets a desirable and essential criterion which can be used to establish the most
suitable candidates. Essential concept for an Apple candidate is that to have good customer service
skills or have good problem-solving skills. Desirable concept for one would be not to be late for work
or to live close to the business.

CV VERSUS APPLICATION FORMS: A CV is written overview of your skills, education and work
experience. Application form is a document that a company asks candidates to fill out when applying
for a job. Here are the pros and cons to each one;
CV-
PROS: Allows you extensively share your history and accomplishment. Employer can learn a lot
about you from a single document. It grows as your career grows.
CONS: If your CV is boring, they can easily just throw it away. Takes time to write one. Can easily lie
on the document.
APPLICATION FORM-
PROS: Allows you to perform a background check in the applicants. Quick and easy to do.
Confirmation that the from has been received will be confirmed by email.
CONS- Quick judgement can be made about the applicants form without giving the candidate a
chance to explain themselves. More paperwork to sort out through during the hiring process.
These two documents will allow the employer to have an idea about the candidates and if they have
the skill needed for their job role.
LETTER APPLICATION: Is a document sent with a resume to provide additional information about the
skills and experience to an employer. This will allow the employer to have an understanding of the
applicants and will have a broader knowledge of the candidate. Things to include in the letter is the
heading, name, contact information, introduction, qualifications and then signature to end the
letter.
CV AND COVERING LETTER ONLINE APPLICATION QUESTIONS: These application questions often
ask you to describe situations in which you have performed tasks relating to the job or where you
have demonstrated skey skills and abilities that the employer is looking for. Examples are; “Describe
a time where you have provided excellent customer service skills” or “Describe a time where you
have effectively worked in a team”
ONLINE RECRUITMENT AND HOW THE APPLICATION PROCESS CAN BE MORE COST-EFFECTIVE
WHEN USING TECHNOLOGY: When hiring candidates during the recruitment and selection process,
using technology can make the process less time consuming and costly. An example of this is that it
increases productivity. Technology involves in automation, which cuts down the time it takes to
complete tasks. Cutting out tasks in which is required by hand is a huge time saver. For an example,
application tracking system automatically imports the documents into the software. You can narrow
down the candidates without sorting through a mound of documents. Its also cost-effective as you
can post a job add on social media, platforms like of, Facebook or Instagram. The cost is little and
you can pay for as much or as little exposure as you want, as well as, target it to a specific audience.
The online job ads are most effective that almost three-quarters of organisation 74% said they were
doing this.
ASSESSMENT CENTER AND PYSCHOMENTRIC TESTING: Assessment centre is a recruitment process
that combines a range of activities to compare a group of candidates. An employer generally utilises
an assessment centre as part of a broader bulk recruitment process as it provides an opportunity to
assess a candidate across a range of activities, in an environment that simulates real workplace
scenarios. Advantage is that the data collected helps them to recruit the right candidates and also,
allows the organisation to get closer to the selection process by observing the candidates perform

the tasks. Disadvantage is that, takes a considerable investment in time and resource and can be
expensive to run.
A Psychometric test is an activity or assessment that is conducted in order to evaluate a candidate
performance. Three common tests are; Aptitude where they assess various cognitive abilities from
numeracy and literacy skills, Behavioural test that highlight specific personality traits and thirdly,
assessment centre which are based on human interaction. The advantage of this is that its accurate
and appropriate as these results are sturdy as its only based on the applicant. It is also, unbiased
approach. If the candidate answers the question correctly, then he/she is appropriate for the job.
Disadvantage is that, it can make candidate nervous which can have an impact on their result and
they could give out false answers.
These factors will allow the business to select the right candidates for the business in which those
applicants can achieve the same goal for the business success.
TELEPHONE SCREENING: Telephone screening is a phone call that is organised by the recruiter to
evaluate a job candidates’ qualifications. The advantage of this it gives an ideal image of how the
candidate can have an impact to the business and questions can be asked such as; “what are you
looking for in this job” or “what attracts you in this organisation “. Depending on the answers given
the recruiter can decide if the applicant is fit enough for the job.
ONLINE SCREENING: May be asked to complete set of online screening questions which focus on the
essential criteria required by the organisation in order to apply for the job. These questions normally
take a form of yes or no questions such as; “Do you have the right to work in the UK?” or “Do you
have a passion for working in this industry?”
USE OF TECHNOLOGY IN THE PROCESS: E-Human resource is a support system in which is
responsible for personal sourcing and hiring and applicant tracking. E-HR aims at running the
operation of the HR department smoothly and efficiently, by keeping all necessary information
readily available to all mangers and employees when needed. With modern day technology
candidates can easily upload their CV’s and submit it to the organisation. This process saves a lot of
time and allows you to easily apply to job postings. Role of technology in recruitment and selection
results in cost reduction and also reduces human error and this is because, humans often bias their
decision on bases of issues like sex, race and age even though, this is against the equality act 2010,
some businesses still discriminate their candidates.
A.P2 Explain how and why a business adheres to recruitment processes which are ethical and
comply with current employment law.
A3 Ethical and legal considerations in the recruitment process
The equality act protects people from discrimination in the workplace. The 2010 equality act covers:
- Age
- Gender
- Disability
- Race
- Sex
- Religion
- Sexual orientation

- Marriage or civil partnership
Being honest in an advertisement: Candidates must be honest towards their employer to ensure
they can provide them with the best service possible. When being honest you establish a working
relationship in which can be built, and if hired, this allows both people to be working at their best.
Employers should remain honest when discussing hours, salary and basic duties towards their
candidates and this allows them to be informed in which, if they are, it can benefit the organisation
as the applicant is working at the correct number of hours instead of leaving early and they are
correctly doing what is expected from them.
The maintenance of confidentiality: Maintenance confidentiality throughout the recruitment
process is important for building and maintaining trust, and for ensuring an open and honest
communication between the applicant and to the employer. It is the organisation responsibly to
treat all the information in the workplace with care and caution. They should never disclose any
information that is considered sensitive and confidential. If they do release confidential documents,
the organisation is going against legal rights in which, the applicant can sue the business.
Ensuring the same questions are asked to all candidates interviewed: In order for the recruitment
to be fair, all candidates are asked the same questions. This makes sure that every candidate has an
equal opportunity and makes it easy for the business to select the right person for the job as they
can analyse which applicant is fit enough for the business.
disclosure if family or friends work for the same business: Through the recruitment process the
interviewer must not be related or know the candidate in any way, this is because it may influence
the interview to become bias in which gives an unfair opportunity to the rest of the applicants. This
can have an impact on the business as due to bias results, they may be less qualified for the job
while more qualified candidates are rejected.
Altogether, the organisations comply with the employment law as it regulates the relationship
between businesses and their employees. By complying with relevant legislation, employers and
their staff members ensures their hiring process and their workplace is fair for every individual.
Minimum wage: These rates are for the national living wage. As of April 2020, the current rates of
an Apprentice are £4.15. Under 18 is $4.55. 18 to 20 is £6.45. 21 to24 is £8.20. 25 and over is £8.70.
The minimum wage law is to prevent employers from exploiting desperate workers. It “provides
enough” income to afford a living wage. It allows everyone to have an equal amount of opportunity
of receiving their income.
Current right-to-work legislation: This collection includes documents which provides guidance and
support to employers conducting right to work check to prevent illegal working. The documents
includes guidance on preventing illegal working, how to carry out right to work checks and
documents which are acceptable for the purpose of demonstrating a right to work.
A.M1 Analyse the different recruitment methods used in a selected business.
External recruitment: The external method has allowed Apple to bring in applicants outside of their
organisation and has led to number of advantages of using this method with a few disadvantages.
The advantages of this are that, it allowed Apple it to have a larger pool of applicants which
increased its chances of finding the right person for the job. Along with that, external recruitment
provided an opportunity for a fresh outlook on the industry that Apple may needed to stay
competitive and brought in fresh talent from outside and influenced motivation to current
employees to produce and achieve more in hopes to achieve the organisation achievement and

goals therefore, contributing to the success of the firm. Disadvantage of this is that, it can damage
employee’s morale within Apple as the current employees may feel their chances of promotion may
be less. When employee’s morale decrease, it will affect the success rate within the business as
productivity can also decrease. It can also take time to train an external candidate therefore, taking
the candidate longer to get up and running in which can affect productivity rate.
Internal recruitment: This method of recruitment has allowed the firm to conduct from within the
origination rather than performing outside the firm. Types of internal recruitment methods is likes
of, doing transfer in which is shifting staff members from one branch to another branch of the
business. Another is that, providing promotion in which fills up any vaccines. The advantage of
internal recruitment that has been brought by Apple, it is simple and time saving. This process has
allowed it to be simple, reliable and less time consuming as there is limited number of applicants in
this process which often and known to the company. Another factor is that, it improves the moral of
the employees and this is because, this process brings sense of motivation among the workers and
they begin to compete with each other thereby, improving their progress and improves productivity
in which, contribute to the business success rate as employee are working much harder in order, to
get a promotion to fill the vacancies. Disadvantage of this is that, it does not bring any new ides and
skills to the business compared to using the external method and this can have an impact as new
employees can bring in new ideas which can have a positive impact to the workforce. You also have
a small selection of pool to recruit compared to the external recruitment.
SOCIAL MEDIA- This recruiting method is a combination of elements that employer branding and
recruitment marketing to connect with and attract new candidates to their business. The advantage
of using social media as a recruitment method is that, the organisation can target specific talented
candidates therefore, instead of training the basic key skills in which needs to be filled, Apple already
knows that these applicants have the key skills and knowledge about the role which, saves time for
both parties as the applicants can work straight away. Social media is a free platform therefore,
allows the business to save on recruiting costs. Disadvantage of this is that, some social media
platforms can restrict you from using certain number of words such as twitter therefore, the
organisation may not be able to effectively display what they want. Also, it can leave negative
comments from rejected candidates in which can harm the firm and these candidates can spread
negative image of the company damaging their brand image.
RECRUIMTENT AGENICES: This process is that firms who go and find candidates for employers. The
advantage of this is that, it saves time. The process has allowed Apple to fill a vacancy quicker
through a recruitment agency. The organisation eliminates the process of advertising the position,
weeding out unqualified candidates, and doing background checks for qualified applicants. Another
is that, they have industry knowledge and in the market. They know where to get talented
individuals and how to reach them. This is majorly important for Apple as they want qualified and
skilled employees who can help the business grow and contribute to their success. Disadvantage of
this is that, is it expensive. Some agency asks for a large amount of percentage of employee’s salary
and furthermore, firm can be expensive in the long run if they fail to bring in qualifying candidates.
Conclusion is that, these methods of recruiting have both advantages and disadvantage and along
with this, can have a major impact on a business success. Understanding each candidate is very
important as it can have an influence to the success rate of the business therefore, going through
the recruitment and selection process is very important.
A.D1 Evaluate the recruitment processes used and how they contribute to the success of the
selected business.

There are many recruitment processes used within a business such as, external recruitment. Bringing
in new applicants outside the firm has many advantages likes of, bringing in new ideas with a fresh
outlook on the industry. The reason why brining in new ideas within a business is extremely
important is because, it brings in a fresh perspective of a situation therefore, likes of a problem
could be solved quickly by thinking in a different way. It too, brings in creative thinking. Creative
thinking is extremely important to a business as it is a strategy to increase new way of thinking and
can increase concentration. Increasing concentration levels allows the employees to be more
productive and more motivated which can, influence in a business success. The external method also
has a larger pool of selection which can be beneficial to a business as it gives them more option to
pick a suitable candidate. Recruiting the best and suitable applicant will allow the business to be
more successful as the applicant understands what is expected from them therefore, they can be
more productive within the firm compared to a non-suitable applicant. On the other hand, the
disadvantage of the external recruitment method is that, it can take time to train an external
candidate therefore, taking the candidate longer to get up and running in which can affect
productivity rate and along with that, it is a costly method compared to using the internal
recruitment method because, the employee inside the firm is already trained and understand the
business therefore, saves the budget cost.
Another method is that the of internal recruitment. The advantage of internal recruitment that has
been brought by the business, it is simple and time saving. This process is simple, reliable and less
time consuming due to the fact, there are a limited number of applicants in this process which often
are known to the company. Another factor is that, it improves the moral of the employees and this is
because, this process brings sense of motivation among the workers and they begin to compete with
each other thereby, improving their progress and improves productivity in which, contribute to the
business success rate as employee are working much harder in order, to get a promotion to fill the
vacancies. Disadvantage of this is that, it does not bring any new ideas and skills to the business
compared to using the external method and this can have an impact as new employees can bring in
new ideas which can have a positive impact to the workforce. You also have a small selection of pool
to recruit compared to the external recruitment.
Social media is a way of recruiting applicant in order for them to join the organisation. The
advantage of social media of recruiting applicants is that, it reaches hundreds of potential candidates
which the firm can recruit from. By using social media, the firm can use apps such as Facebook,
Instagram or Twitter and posting the job description which the audience can read from. This process
is quick and easy and can reach the applicants in a short amount of time. The organisation can also
target specific talented candidates therefore, those candidates chosen can easily have an impact on
the business success as the firm already has information that they can do their role to the most
efficient. Disadvantage of using social media as a recruitment method is that, applicants can leave
negative comments who got rejected from the business, in which can harm the firm and these
candidates can spread negative image of the company damaging their brand image.
Inconclusion, identifying and recruitment of the right staff is highly critically important for the
business success. The recruitment processes are important in order to attract an effect and talented
workforce this is important because it would ultimately determine the success of the business and
would affect the whole organisation. If a firm recruited the wrong person it can lead to a bad
reputation and fall in sales within the business and worse case can affect the organisation market
share. These methods of the recruitment process have both advantages and disadvantages however,
without using the process, no business would ever be able to recruit their staff.

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The use of external recruitment allows Apple to bring in new candidates who are outside their firm,
and by using external recruitment, it brings in many advantages into their recruitment process.
Bringing in candidates outside of Apple’s firm, allows the applicant to address new ideas and
creativity in which they can have bring a fresh outlook on the industry Apple is in. Bringing in new
ideas to Apple is extremely important because, it brings in a fresh perspective of a situation
therefore, likes of a problem could be solved quickly by thinking in a different way. It too, brings in
creative thinking. Creative thinking is extremely important to Apple as they are the largest tech
business in the world therefore, their products must be innovative. Creative thinking is a strategy
which allows Apple employees and the business to increase new way of thinking and can increase
concentration. Increasing concentration levels allows the employees within Apple, to be more
productive and more motivated which can, influence in a business success. The external method also
has a larger pool of selection which can be beneficial to Apple as it gives them more option to pick
the correct and suitable candidate. Recruiting the best and suitable applicant allows Apple to be
more successful as the applicant understands what is expected from them therefore, they can be
more productive within the firm compared to a non-suitable applicant. On the other hand, the
disadvantage of the external recruitment method is that, it can take time to train an external
candidate therefore, taking the candidate longer to get up and running in which can affect
productivity rate and along with that, it is a costly method compared to using the internal
recruitment method because, the employee inside the firm is already trained and understand the
culture of Apple therefore, Apple can save cost.