MODULE 02: EMPLOYEE RESOURCING.
COVER PAGEPage 01
Q1. Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent?Page 04 -05
Q2. What particular elements of Trilogy’s culture most likely to appeal to the kind of employees it seeks? How does it convey those
elements to job prospects? Page 06 -07
Q3. Would Trilogy be an appealing employer for you? Why or why not? If not, what would it take for you to accept a job offer from Trilogy? Page 08 -09
Q4. What suggestions would you make to Trilogy for improving its recruiting process?Page 10- 11
SOURCE(S) & References Page 12
The Case Study is about a leading Software company “Trilogy Enterprises Inc.” based in USA. Trilogy Enterprises Inc. with a history of eight-years, is a provider in software solutions on sales and performance to giant global firms. Trilogy has additional offices in Bangalore and Hangzhou. Its clients include Ford Motor Company, Daimler-Chrysler, Nissan, Goodyear, Prudential, Travelers Insurance, Gateway and IBM. Their business approach and culture is very different from other competitors. Examples of their different culture are; no dress code, flexible working hours and spending lavishly on the recruitment process. Around 700, mostly young employees work under Trilogy and its Director of college recruiting Mr. Jeff Daniel expects the employees to “commit their expertise and vitality to everything they do”. Trilogy has an expensive and aggressive employee recruitment strategy that includes training at the company's "Trilogy University." The new employees joined will undergo an intensive training program at their in-house training facility known as “Trilogy University”. Recruiters tend to select the ambitious, over achievers with entrepreneurial instincts from the campus recruitment method being the fresher’s in the job market. Trilogy’s recruitment interviews are said to be very intense at the same time an interview day will end with lot of adventure and fun activities for both recruiters and interviewers, which makes a strong bond between new comers and the managers. For Trilogy recruiting is not just a high priority -- it's a company-wide mission. Its mission is to recruit the best of the best´. For that reason Trilogy uses very costly recruiting techniques: The Company spent $13,000 per hire with 262 college graduates were selected from short listed 4000 candidates, and this short listing was from 15000 applications!
Q1. Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent?
The company Trilogy, aggressively pursues the least experienced people in the job market. At many college campuses island wide, in career fairs and computer-science departments, looking for students who represent what Daniel calls "whom are expected to totally commit their expertise and vitality in everything they do”. In other words, he looks for young, talented over achievers with entrepreneurial ambition – people.
The top managers, including CEO of the company, conduct the first round of inter views, letting all applicants know that it would be hard, but rewarding experience. Then, the top recruits with their significant others, fly to Austin for three- day preliminary visit, where they experience a sequence of interviews, followed by fun activities, like mountain biking, roller blading , or laser tag, etc.
The training facility at the company's "Trilogy University´. This is an intense few weeks training, that helps to select and chose Great People. Intense but training is given in a short time where info is delivered as if with a “fire hose”.
Trilogy uses many approaches and methods to attract talented people....