Dive Brief:
- GE, the 124-year-old technology company, made the bold move towards communication technology in 2012, creating an urgent need for software developers to take the company into the new century, Roy Maurer shares on the SHRM blog.
- SHRM spoke with Amber Grewal, GE Digital's global vice president of talent acquisition, about how the company grew its team from 100 to more than 28,000 in the course of the last 5 years. Grewal advised that the secret to success is a talent acquisition strategy that's clearly aligned with company objectives combined with an agile approach to recruitment using the best technology.
- GE focused on a rebranding campaign that would appeal to both candidates as well as consumers, effectively attracting those candidates eager to work for a growing software company.
Dive Insight:
The ideas that GE Digital used to re-brand its already established business to attract and recruit from the competitive technology market are something that all companies can learn from. At any time, a company can turn things around with a talent acquisition strategy that is strongly linked to marketing. GE used the best of it's reputation and transformed it into something better.
On the other side of things, GE had a big task to take on so many employees at once, a feat that required them to streamline recruitment processes using new technology and establish development principles that candidates could understand. They were able to scale down time to hire to less than 2-5 weeks from a previous 15 week cycle, which is remarkable.
