Intuit shapes its recruitment and selection process by whatever strategies they need to fulfill, since certain sets of expertise in software engineering are able to make different types of products. For instance, if Intuit needed to create the cloud for sharing accounting and personal finance platforms and documents amongst users, they are able to accomplish this by hiring software engineers and developers who have the experience and KSAs needed to fulfill this goal. They rely on these aspects heavily since they view experiences and KSAs as an indicator of future performance. Intuit targets locations that have the most concentration of software engineers, such as the Silicon Valley and other areas that are adjacent to their existing offices.
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One way that Intuit is able to accomplish this is by utilizing branding and marketing strategies to attract prospective job candidates. These marketing initiatives are intended to showcase what it is like to work at Intuit and the type of projects that they aim to work on. Another candidate streamlining strategy that Intuit utilizes is employee referrals. Employee referrals are a form of internal recruitment campaigning that is intended to find high quality talent that exists in the social circle of current employees. Intuit can use employee referrals to further increase the size of their talent pool. This also allows potential employees to see if whether or not they are qualified for the position, since their connections who work for Intuit know their skill set the best (other than themselves) and if their skill set matches the qualifications of the position. Intuit also constantly performs both active and passive recruiting. When Intuit passively recruits candidates, Intuit assigns sourcing teams to target companies. After the companies have been targeted, the marketing team within Talent Acquisition team conduct marketing campaigns that are directed towards passive candidates. There is also a lead generation team that specifically targets passive candidates. Both of these teams conduct market research in order to build these marketing campaigns. They are able to also find candidates through social media …show more content…
However, Intuit does provide a robust intern program that converts interns to full-time employees. When recruiting for these internships, Intuit recruits mainly from 12 core schools, which include MIT, Stanford, and UC Berkeley. Although Intuit does not limit their selection of candidates to only these 12 core schools, they do try to limit the number of schools, since all of the recruiters can’t cover them all in a short amount of time.
Intuit also values diversity to a great degree. In order to meet diversity goals, Intuit partners with organizations that promote diversity. One of the programs that Intuit partners with is Grace Hopper Academy, which teaches women of color on how to code.
Motivation is somewhat considered to be a factor in the recruitment process, since they want Intuit wants their employees to be excited about working at Intuit and the tasks that they will potentially be performing. According to my partner, assessing for motivation is considered more as a realistic job preview, since they want to see whether or not if the job candidate has the ability to do the tasks demanded and if he/she actually desires to do those
One way that Intuit is able to accomplish this is by utilizing branding and marketing strategies to attract prospective job candidates. These marketing initiatives are intended to showcase what it is like to work at Intuit and the type of projects that they aim to work on. Another candidate streamlining strategy that Intuit utilizes is employee referrals. Employee referrals are a form of internal recruitment campaigning that is intended to find high quality talent that exists in the social circle of current employees. Intuit can use employee referrals to further increase the size of their talent pool. This also allows potential employees to see if whether or not they are qualified for the position, since their connections who work for Intuit know their skill set the best (other than themselves) and if their skill set matches the qualifications of the position. Intuit also constantly performs both active and passive recruiting. When Intuit passively recruits candidates, Intuit assigns sourcing teams to target companies. After the companies have been targeted, the marketing team within Talent Acquisition team conduct marketing campaigns that are directed towards passive candidates. There is also a lead generation team that specifically targets passive candidates. Both of these teams conduct market research in order to build these marketing campaigns. They are able to also find candidates through social media …show more content…
However, Intuit does provide a robust intern program that converts interns to full-time employees. When recruiting for these internships, Intuit recruits mainly from 12 core schools, which include MIT, Stanford, and UC Berkeley. Although Intuit does not limit their selection of candidates to only these 12 core schools, they do try to limit the number of schools, since all of the recruiters can’t cover them all in a short amount of time.
Intuit also values diversity to a great degree. In order to meet diversity goals, Intuit partners with organizations that promote diversity. One of the programs that Intuit partners with is Grace Hopper Academy, which teaches women of color on how to code.
Motivation is somewhat considered to be a factor in the recruitment process, since they want Intuit wants their employees to be excited about working at Intuit and the tasks that they will potentially be performing. According to my partner, assessing for motivation is considered more as a realistic job preview, since they want to see whether or not if the job candidate has the ability to do the tasks demanded and if he/she actually desires to do those