Globally, TI’s recruitment strategy is focused on creating a balance of experienced and new college graduate hires that possess the unique skills and passion to solve our customers’ problems and change the world.
We make recruiting the best and brightest candidates everyone’s job, from members of TI’s Diversity Network to managers – even our CEO.
Future workforce development
TI works to grow the domestic pipeline of engineering students by partnering with professional engineering associations and U.S. universities to prepare students to become what our company, suppliers and customers need. In 2010, TI and the TI Foundation made grants and investments totaling $25.3 million to colleges and universities. These funds support research, graduate assistantships and fellowships, and university labs, as well as programs that help prepare the next generation of science and math educators.
To prepare the future engineering workforce, TI offers scholarships and helps develop curriculum and degree programs with universities. For example, since 1996, TI has awarded Jerry R. Junkins Memorial Merit Scholarships in honor of our former chairman, president and CEO. National Merit program finalists who are sons or daughters of active, retired or deceased TI employees have received $950,000 in scholarships over the past 15 years. In 2010, TI awarded $4,000 scholarships each to 21 students from across the U.S.
Student internships and co-ops
TI engages with university students to share more about our company and to provide them with real-world experiences. Across the company, managers create impactful relationships with students through their service on industry advisory boards or as technical mentors on TI-funded research projects.
Our internship and co-op programs give students the chance to do real work from day one with positions in business units, manufacturing, or development and research labs. They are treated as employees with all of the benefits TI offers, except health insurance. Pay is based on the number of hours or credits the students have completed toward their degree. When the students return to school, TI places them on an educational leave of absence, so many of their benefits continue uninterrupted.
In 2010, about 240 undergraduate and graduate students participated in our internship program. Typically, 75 percent of these participants receive offers from TI for full-time employment after they graduate.
New graduates
Since 1982, TI has integrated its technology into coursework and labs at hundreds of universities worldwide to spark students’ imagination through curriculum development, competitions, senior design projects and innovative electronic applications that have real-world use. TI’s Worldwide University Program partners with professors and universities in many engineering disciplines to improve education and enhance our recruiting efforts.
TI continues to face an ongoing challenge in recruiting qualified electrical engineers. Since 2005, more than 50 percent of U.S. electrical engineering graduates with graduate-level degrees have been foreign nationals. Positions that require graduate-level degrees are thus more challenging to fill because of restrictions on temporary work authorization visas and permanent residence (green card) processing requirements. In addition, the total number of U.S. university graduates with electrical engineering degrees has declined, including a 4.4 percent decline from 2008 to 2009.
Women and minorities
In the U.S., TI is particularly active in recruiting women and minority candidates to create and maintain an environment with diverse business perspectives. We offer minority scholarships, research funding, mentoring programs and a successful co-op program to attract a wide range of talent. Outside the U.S., recruitment programs are unique by country and region based on local needs.
In the U.S., members of TI’s Diversity Network (TIDN) support these recruitment activities by participating in targeted job fairs and conferences sponsored by women and minority engineering associations, hosting numerous leadership seminars, and offering scholarships to qualified candidates.
TIDN members also help recruit new employees and encourage retention through their support of TI businesses worldwide.
Women
In the semiconductor industry, recruiting and advancing women is vital. The shortage of women engineers makes this need more critical: in the U.S., women obtain just 19.8 percent of all engineering degrees and only 11.7 percent of undergraduate electrical engineering degrees. Although TI successfully recruits many women engineers – 21 percent of our engineering college hires in 2010 were women – we seek to continue to attract more.
TI is firmly committed to developing and supporting long-term innovative programs and policies that help women advance into the company’s top ranks. During the past 18 months, the number of women with product line management responsibility has increased; several initiatives are in place to support continued growth in this area.
TI also actively supports external leadership development opportunities, including the Alliance of Technology and Women, Society of Women Engineers, Women of Color in Technology and Women in Technology International.
Minorities
TI hosts innovative and targeted outreach programs to encourage minority students and graduates to consider joining TI. These efforts include:
Holding receptions for minority students.
Participating in minority trade association or student conferences and events.
Advertising in minority student association publications.
Participating in or hosting minority student job fairs or other minority-focused events.
Having TI employees participate on career panels at targeted schools.
Reaching out to minority student organization leaders.
Offering scholarships or intern/fellowships to minority students.
Utilizing online job services.
In 2010, TI recruited from more than 30 U.S. universities, including historically black colleges and universities and Hispanic-serving institutions. To attract, recruit and retain employees in technical professions, we also partnered with national diversity organizations such as:
The American Indian Science and Engineering Society.
Black Engineer of the Year.
The Chinese Institute of Engineers.
Great Minds in STEM (formerly the Hispanic Engineer National Achievement Awards Corporation).
The National Society of Hispanic MBAs.
The National Action Council for Minorities in Engineering.
The National Black MBA Association.
The National Consortium for Graduate Degrees for Minorities in Engineering and Science.
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