1.

Identify some of the established recruiting techniques that apparently underlie

Trilogy’s unconventional approach to attracting talent.
Answer :
Here are some of the established recruiting techniques that apparently underlie

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Trilogy’s unconventional approach to attracting ta lent :
a. Recruiters actively pursue the freshest, if least experienced, people in the job
market, scouring college career fairs and computer science departments for
talented overachievers with ambition and entrepreneurial instincts
b. Top managers conduct the first rounds of interviews, letting prospects know they
will be pushed to achieve but will be well rewarded.
c. Employees take top recruits and their significant others out on the town when
they fly into Austin for the standard, 3-day preliminary visit.

2. What particular elements of Trilogy’s culture most likely appeal to the kind of
employees it seeks? How does it convey those elements to job prospects.
Answer :
Particular elements of trilogy’s culture most likely appeal to the kind of employees it
seeks are :
a. There is no dress code and employees make their own hours.
b. They tend to socialize together both in the offices well-stocked kitchen and on
company-sponsored events
c. New recruits are given a few weeks of intensive training

3. Would Trilogy be an appealing menarik employer for you? Why or why not? If not,
what would it take for you to accept a job offer from Trilogy?
Answer :
In our opinion, Trilogy would be an appealing amployer if we really
passionate in that field. Because, they really concern to the new recruits and provide
them with a boot camp called Trilogy University to gives a few intensive training
which is good to the new employee for building their adaptability and improving
their skills before they directly involved in the workplace.
4. What suggestions would you make to Trilogy for improving its recruiting processes?
Answer :
We think that Trilogy’s would develop their event for improving its recruiting
processes because we know that they reviewed over 15.000 resumes in a year which
is a big number. The human resource department can make a forecasting to analyze
the needs of employees and create the requirement for the candidats. They can also
make a competition for colleges related to the company vision, by that they can
actually see the potentials of the winners and can employ them directly. The event
can be held anually to screen the potentials and passionate candidates.