Silicon Investor (SI) -- The First Internet Community

STOCKTALK

We've detected that you're using an ad content blocking browser plug-in or feature. Ads provide a critical source of revenue to the continued operation of Silicon Investor. We ask that you disable ad blocking while on Silicon Investor in the best interests of our community. If you are not using an ad blocker but are still receiving this message, make sure your browser's tracking protection is set to the 'standard' level.

Technology Stocks : Applied Materials No-Politics Thread (AMAT) -- Ignore unavailable to you. Want to Upgrade?

To: Proud_Infidel who wrote (946)	5/18/2002 9:22:50 AM
From: Proud_Infidel	Respond to of 25522

TI steps up hiring as orders increase By David Lammers EE Times (05/17/02 16:47 p.m. EST) DALLAS - After voluntary and involuntary staff reductions last year, Texas Instruments Inc. is hiring again. Buoyed by a 10 percent increase in orders for the second quarter over the previous quarter, TI has begun "very focused" hiring, with job requisitions for about 300 engineers out of 460 positions to be filled across the company, said Steve Lyle, director of staffing. "We are looking at very specific skill sets and experience-we look at what they have done," said Lyle. Chip designers currently are "more difficult to find than software engineers, particularly people with experience designing the more complex devices." Over the past 14 months TI has continued to hire engineers, but only "the cream of the crop" with analog or other difficult-to-find skills, Lyle said. TI announced a voluntary program in February 2001 for "incentivized early retirement," a company spokeswoman said. About 4,700 workers participated across TI's worldwide operations. In April 2001, TI laid off 2,500 in an involuntary program. The company employs about 35,000 people worldwide, the majority of them engineers, the spokeswoman said. "A majority of the people we hire come from our employee reference program," Lyle said, in which employees recommend colleagues, friends or "people that a manager may have seen give a presentation at a conference, who seem to understand a technology that we need at TI. If a TI employee has recommended that a certain person can do a job that we require, we give that person priority." The employee reference program ensures that TI is recruiting from "the gainfully employed," who might be reluctant to look for a job at another company during such a severe downturn, Lyle said. TI encourages engineers to submit their resumes in electronic form, Lyle said. The company prefers getting resumes online, he said. It receives between 1,000 and 3,000 resumes each week. So many "very talented" engineers were thrown out of work over the past two years that it is not possible for TI's hiring managers to contact all those who apply, Lyle said. When a resume is submitted to the TI Web site, a PeopleSoft search engine "parses out the data and refers people to our recruiters, based on a keyword search," he said. "If it is a real match, then we screen their resume further to see if the person truly matches our technology requirements." Because the volume of applicants can easily overwhelm TI's 40 staffing professionals working mainly in Dallas and Houston, "we don't encourage people to call our staffing officers directly," Lyle said.