There are versatile recruitment strategies and organizational cultures in both large companies and small ones. It goes without saying that the recruitment strategy the company chooses influences this company in direct proportion. Either a long-term recruitment or a short-term, it influences the budget of the company and the environment, created within it. Moreover, the personality of a recruited person is a cell in it even though it is one o many, needless to mention that they form a chain, none of the companies want to have weak cells in their working chain. Illustrating the recruitment strategies used by the United Technologies Corporation and Trilogy companies it might be assumed that the recruitment in each of them is not just a priority, but it is a mission of today of the company for the sake of its tomorrow.
Firstly, the UTC, claims to use diverse recruitment, which includes hiring different people, namely the people who have different viewpoint on things, different religious views, also the people of different age and marital status. Generally, they are seeking for cultural, religious and intellectual diversity. To give an idea about the scale of the company, there is a need to say that it provides high-technology products and support to building-systems and aerospace industries, keeps approximately 68 thousand employees within America and around 154 thousand worldwide, the headquarters are in Hartford, Connecticut. So, the company has its place on the international scale. The recruitment methods include the diversity, shown at the following chart.
It means that the workplaces are distributed equally to men, women, and the minorities. The company also provides its workers with mentoring, forums for women and minorities, and training.
Considering Trilogy Company, the philosophy of which is employee-oriented among all, it spent $13, 000 per one hire of the employees of the highest rate. As Liemandt puts it, the employees of the company are worth any minute of time or any dollar, which has been spent to hire them as the people are everything at a software company. The scale of this company speaks for itself as it provides 1000 Global Companies, including automotive, consumer electronics, and insurance agencies, with software. The fact, which makes the company stand out from their competitors is the treatment of the new-hired employees. Though the company puts a pressure on its workers, they are rewarded accordingly. After exhausting months, the employees “ramp up” TU. The average age of the company employees is 26, which makes the company really young and perspective.
Having learned the recruitment strategies of the two companies, it can be inferred that both United Technologies Corporation and Trilogy value employee recruitment in general and their staff in particular very much. Both companies provide diverse methods of recruitment, meaning-seeking for the employees of different ages, cultural background, gender and provide their workers with extra bonuses and benefits, like mentoring programs, forums, programs for minorities. On the other hand, they provide a perspective for further growth. So, the organizational culture of these two companies is very high, as it provides the workers with benefits, hard to abandon with the course of time, winning not only the future reputation for the corporation, but also winning good employees, who will be ready to work for the company for years and will not think of applying for a new job.