Hire and Retain the Best and Brightest

National Instruments recruiting efforts revolve around an efficient program referred to as the "recruiting machine." By leveraging tools and best practices across teams, recruiters can focus on obtaining the information they need to make a successful hiring decision. NI recruiters also provide candidates with the details necessary to make a knowledgeable employment decision. Candidates have access to all levels of employees during their interview process, giving them experience with the open working environment at NI.

A challenge that recruiters at NI corporate headquarters face is the declining number of US students graduating with technical degrees. To address this challenge as a leading technology provider, NI works to enhance science, technology, engineering, and math (STEM) education through classroom mentorship, student events, and collaborations to inspire students to pursue careers in technology.

In 2010, NI focused on hiring engineering and technical students from the highest rated universities and launched the NI Leaders program to recruit top students at two specific universities. The intent of this program is to reach top students through information sessions on leadership and the hiring process for an engineering or technical job. NI promotes these interactive sessions through student organization leaders, students recommended by professors, and university career centers. Starting in 2011, NI has an aggressive hiring goal to double the company's number of employees in five years. To achieve that goal, NI plans to expand the NI Leaders program in 2011 to include 12 additional universities. In addition, NI will collaborate with student organizations at each school to tailor recruiting events for women and minority students.

Co-op and Intern Program
A robust co-op and intern program is at the core of the company's hiring strategy. Co-ops and interns work on actual projects to solve real problems. This requires tremendous talent and initiative. Some co-ops and interns have even filed patents for their work at NI. Working in this environment, co-ops and interns have the opportunity to hone technical and professional skills as they work with leading-edge technologies. These employees gain valuable experience that helps determine if they and NI are a good fit for each other. NI measures the success of this program by the percentage of co-ops and interns hired for permanent positions. In 2010, NI hired 58 percent of co-ops and interns at corporate headquarters for permanent positions, exceeding its hiring goal of 50 percent.

In 2011, NI plans to triple the size of its engineering intern program at corporate headquarters to have a larger number of successful candidates ready to apply for permanent positions upon graduation.