Apple & Facebook

8/2/2019 Apple & Facebook

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Presented By:MaryamPriyankaRaviVidhi


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APPLES CREATIVITYConstantly coming up with newer technology

and features in its products which are difficultto replicate.

Strong brand name which can be easilyrecalled because of its catchy name andlogo.

Comes up with new models and features soregularly that the competitors are taken bysurprise.


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MORE Sleek, smart and easy to use products which

connect well with the customers.

Apple as a company also focuses on buildingbeautiful business models which gives newways to create, deliver and capture value.

The iPod and iPhone would not have had

nearly as much impact if they hadn't beenmatched with iTunes and the AppExchangerespectively.


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STEVE JOBS 7 PRINCIPLES FOR INNOVATION1. Do what you love.2. Put a dent in the universe.3. Kick-start your brain.

4. Sell dreams, not products.5. Say no to 1,000 things.6. Create insanely great expectations.

7. Master the message.


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Apples success is intrinsically linked to the founders

vision that technology, marketing and sales aloneare not sufficient to deliver corporate success. Akey factor is to have people who believe verystrongly in the values of the company and whoidentify it with as creators and innovators the adcampaign Think different featuring Picasso,Einstein, Gandhi was described by Steve Jobs asa way for the company to remember who theheroes are and who Apple is.

Apple has succeeded to create empathy fortechnology that other technology companies havefailed to provide. The aesthetic of the productrange, through innovative design, also yielded

success.


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RECRUITMENT STRATEGY

Apple recruiters have come up with a new strategyfor hiring new employees -- just give friendly retailemployees at other companies cards with the words"You're amazing. We should talk." on the front of

them.

On the back, the cards detail how the employee atXYZ company can become an employee for an AppleStore. This definitely helps with the hard work of

hiring new Apple employees to fill the nearly 2,400positions nationwide caused by the nearly 35-40 newstores opened each year.


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RECRUITMENT STRATEGY

Use your Apple ID.Sign in with the same Apple ID you use foriTunes, Apple Online Store, MobileMe, or

other Apple services. If you dont have anApple ID, youll have the opportunity to

create one when youre ready to submit a

resume.

http://www.apple.com/jobs/us/
http://www.apple.com/jobs/us/http://www.apple.com/jobs/us/


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Bisociation, arguably the most fundamental and pervasive creative techniqueof all, is the process of a product that results from combining two apparentlyopposite ideas to create a third useful or insightful hybrid of the two, in a kindof creative dialectic.

The iPhone is a hybrid of phone, camera and computereach

originally conceived as a device utterly incompatible with anddis arate from the other two.


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THE APPLE BISOCIATIVE APPROACH TO

RECRUITING

Apples use ofbisociation is further manifested in SteveJobs original eureka epiphany that transformed the

opposition of then-extant powerful corporate mainframecomputing vs. personal and then only imagined

advanced home computing into the desktop Apple Mac.

Likewise, the conventional opposition of macro andmicro managementusually not undertaken by thesame person, got bisociated through the hands-on style

of Jobs, so that both the big picture and the tiniestdesign details were within his personal grasp andcontrol.

Jobs personally did all the recruiting for his team. He

never delegated that to anybody else.


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THE APPLE BISOCIATIVE APPROACH TO

RECRUITING

Once I arrived I was greeted by Apple employees and Ifilled out a piece of paper pertaining to the job likeavailability and what products I have owned orcurrently own. Once everyone had arrived we wereloudly invited into another room where all theemployees heading the seminar cheered and clapped.We got seated and everyone introduced themselves,everyone. Next we watched a few videos whichshowed the history and atmosphere of Apple retail.

After each videothe group was asked by an employeewhat we thought about the video or did anything stickout? Once the videos were completed we split up intogroups and an Apple employee took us to a differentpart of the room and we answered individual

questions. These questions were presented on aniPad


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MUCH DEEPER THAN RAH-RAH

unique individual and team player: applauding the candidates as a groupwhen they enter the seminar, yet requiring self-introductions on an individualbasis after that.

product user and developer: Getting the applicant to use the tools (s)he will beexpected to improve. Giving the job candidates iPads to use during interviews isa perfect way to do this.

customer and job applicant: Again, the iPad given to candidates can identifythem as current customers or motivate them to become future customers. corporate product/service tester and tested applicant: Asking candidates

what they think of the video is a clever way to collect feedback about the video,for the purpose of evaluating and improving it, as well a method of gleaninguseful feedback about the candidates.

competitor and cooperator: Another applicant reported the following

experienceThe second interview felt more like an interview but it was done ingroups, I was interviewing with two other people. We entered a room and theyasked us a question that we all had to answer.This is a variation on thepsychological game called Lets-You-and-Him-Fight, inasmuch as irrespectiveof however collegial other aspects of the interviewing format may seem, thecandidate responses in this situation are in direct audible and visible competition


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JOBS ROLE

grow vs. not growJobs hire-retire-fire core teamstrategy. It may seem paradoxical for a company to growwithout some growth in the core-staff numbers, but,Steve had a rule that there could never be more than onehundred people on the Mac team. So if you wanted to add

someone you had to take someone out.

And the thinking was a typical Steve Jobs observation: Icant remember more than a hundred first names so I onlywant to be around people that I know personally. So if itgets bigger than a hundred people, it will force us to go toa different organization structure where I cant work thatway. The way I like to work is where I touch everything.


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COMPANY CULTURE AT APPLE

Design is everything. Everything!

Traditional companies dont have a design culture.Sure, they have designers, but design isnt the #1priority from the very top of the organization to thevery bottom. For Apple, design is everything.

Design reports to the CEO

Apple is probably the only company where designreports directly to the CEO. If design is the mostimportant element of a product, why wouldnt theCEO want to take part? Jobs is asystems thinkerand designer.


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COMPANY CULTURE AT APPLE

They do not market researchTheres no place for market research at Apple. Thepeople at Apple have good taste. They know whatsgood, and theyll stick to their convictions. The

responsibility is on them, not the will of the people.

If its not perfect, it doesnt go outNear perfect is not good enough for Apple. They

shoot for perfection. Their policy is that if its notperfect, itdoesnt go out to the public. They work hardfor perfection, while other companies believe ingetting it out there and fixing it later.


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HR AT APPLE HR to be much more involved in business

decisions, rather than just being caught up inpersonnel policies

HR looks for great ways to solve or enhanceemployees' education, knowledge ormanagement's interaction with employees.

A flatter kind of organization with much fewer

levels of management. Communication isstronger for that reason

Best Retention rate in the silicon valley


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PROBLEMS FACED BY APPLE High input costs involved when trying to come up with

newer technologies. Since the technology space is changing so fast there

is a fear of the product failing.

The old customers feel cheated since Apple comesup with upgraded products far too quickly.

Lot of duplicity and fake products in the market. Creativity or innovation is always associated with

Steve Jobs, so difficult to know whether Apple will beable to sustain the same growth model. Apple products are expensive and it gets difficult to

recover the cost in case a new product fails.


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The Three keys to facebook success are

:Culture, Risk taking, Employees

- by CEO and founder of Facebook, Mark Zuckerberg


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HIRING PROCESS IN FACEBOOKThe hiring process in facebook comprises of the

following:- 5 minute preliminary interview (nontechnical)- Solving an online buffet puzzle

- First Technical phone interview- Second Technical phone interview- In-person on-site interview

The key to the Facebook interview is not in solving thequestion, but how fast and how accurate you are.

Facebook wants you to be able to solve a problem in aminimal amount of time and get it right with no

backtracking or reworking.


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PEOPLE OF FACEBOOKFacebook has a flat, open, dynamic corporate culture. One ofthe reasons which allowed facebook to keep such culture is itspeople. Facebook looks for people who are :- Smart- Open minded and willing to change

- Care deeply about who they are and what they hope toaccomplish

- Have a healthy suspicion of authority but also of their ownideas

- Willing to question everything and also to be questioned

- Willing to try things that will very likely fail- Able to debate with passion without making it personal


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Useful tool for brands to Communicate brand voice & Foster theright kinds of relationships with customers or consumers

Tool for tracking the behavioral patterns of consumers.

F-commerce is on the cusp of taking off.

Allows brands to engage consumers, measure the success of

above-the-line advertising

Arrange Innovative Campaigns such as Dominos Superfans,Fiorellis social shopping etc.

Facebook innovation measurement, metrics andbrand strategy
http://uk.linkedin.com/pub/hamid-sirhan/14/963/b9b


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CULTURE OF FACEBOOK Every Facebook office you walk in has transparency,

emphasis on fun, and a place where people arehappy to go to work.

There are no cubicles, they have an open spacewhere everyone can sit and chat.

Facebook values which include focus on impact, bebold, move fast and break things are painted onthe walls and anything else employees want.


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CULTURE OF FACEBOOK Wherever the office is located some local flavour in

added to it. For example in Hyderabad, conferencerooms are named after Hindi films, there is Dostanaand Umrao Jaan.

Informal gatherings hackathons are used to tackle

problems and projects that people are passionate

about. These sometimes go on throughout the night,and feel like parties.


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7 THINGS ABOUT THE COMPANY CULTURE ATFACEBOOK1. Hack a logo seen everywhere in the campus

It is painted on every other wall, and was scrawledacross the entire building of Facebooks Palo Alto

HQ, in order to encourage employees to produceimperfect but brilliant code for experimental andcreative new purposes.


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7 THINGS ABOUT THE COMPANY CULTURE ATFACEBOOK2. What would u do if u were not afraid to fail - a

banner displayed proudly where employees comeand go.

To encourage employees in this thought exercise andthat they shouldnt be afraid to fail.

3. Fail harder a poster seen throughout

facebook offices

To encourage employees to keep trying and not togive up from one or two failures.


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7 THINGS ABOUT THE COMPANY CULTURE ATFACEBOOK4. Move faster and break things another poster at

facebook HQ.

To urge employees to try things with little regard, toexperiment freely, and to break the very systems

they are charged with maintaining.

5. Done is better than perfect - The inspirationbehind the hackathonsDuring the hackathons held on Fridays, each

group picks a project and has it complete by start ofbusiness the next day. Nobody would leave theroom until the launch is a success. Facebook Chat,Friend Finder, Photos functionality and many morefeatures were all created and launched at

Hackathons.


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7 THINGS ABOUT THE COMPANY CULTURE ATFACEBOOK6. Product quality before monetization

Product quality should always be the guiding light.

7. Embrace your roots no matter how silly they are

Facebook started in a dorm room so the companyhas kept the dorm look and feel, complete with

cheap furniture, sprawling dining halls, phosphorouslighting, and bare concrete floors.


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THANK YOU

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Apple & Facebook

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