Tuesday, October 09, 2007

Interview With Pat Quiggle - Director, Talent Management, International Rectifier

SEMICONDUCTOR STAFFING EXPERTS: Patrick Quiggle

By Dave Mendoza, Master Cybersleuth Consultant,

A JobMachine Inc. Affiliate Partner

Pat Quiggle is the Director of Global Talent Management for International Rectifier, a global manufacturer and supplier of power management semiconductor products located in El Segundo, CA. He has been in his current role since August of 2003. Pat is responsible for level 2 and 3 staffing activities, entry-level engineering rotation program, succession planning, professional development programs, and IR’s global talent review process.

Prior to International Rectifier, he worked 21 years for General Electric Company where he excelled in a number of Human Resources roles for GE businesses in a variety of US locations. Pat’s GE career ultimately led to GE’s Lighting Business in Cleveland, OH where he was the Director of Human Resources for the Lighting Technology Division. He left General Electric in 1993 and relocated to Southern California.

Pat received his undergraduate degree in Labor and Industrial Relations from Cleveland State University in 1970 and a Masters Degree in Organization Development and Analysis from Case Western Reserve University in 1983. He became a certified Hudson Institute of Santa Barbara Coach in 2001 and is certified by the International Coaching Federation (ICF). He also holds certifications in Personnel Decisions International 360º Profilorä, The Lominger Career Architect, The MBTI Type Inventoryä, and Hay-McBer’s Emotional Competence Inventory.

Pat and his wife, Patsy, reside in Manhattan Beach, CA.

Q & A with Pat:

How long have you been with your company and what is your position within the company?

“I have worked for International Rectifier for the past 4 years. I am the Director of Global Talent Management.”

How many years have you been in recruiting within the Semiconductor Industry?

“I have been involved in recruiting semiconductor candidates for the same time as I have worked at IR. I find recruiting in semiconductors more difficult than other places I’ve worked. Experienced talent is tougher to find – I think there are fewer qualified technical people. We seem to fish in the same small pond with our competition. It’s pretty tough.”

How would you describe your particular niche in the semiconductor?

“International Rectifier is in the power management niche. Our products refine power, save energy, and address problems of power density.”

Do you see an increase in open requisitions? If so, what kinds of people are you looking for?

“I don’t see an increase right now. The business environment is a bit lethargic right now but there is always a need for qualified IC designers, applications engineers, and field applications engineers. These individuals are traditionally trained in electrical engineering.”

Why would someone who is employed and satisfied or at least, somewhat satisfied with their current situation consider making a move to your company?

“We are a smaller company, lots opportunity for career growth, and we have cash reserves to grow through acquisition or otherwise. IR is a stable company with great products and we just celebrated 60-years of existence.

What are your top five hiring priorities in your forecasts?

“Sales Account Managers, Field Applications Engineers, IC Design Engineers, Applications Engineers, Technical Marketing.”

What specific niche talent areas are you finding particularly challenging? What strategies have you attempted to address the issue and detail your success stories and continued obstacles.

“Sales Account Management and FAE. We’ve done advertising, retained search, used researchers, referral programs, etc.”

How would you describe your staffing organization's proactiveness in meeting your talent forecasts?

“Very proactive but results are slow, even with great effort.”

Is there anything you would like to say to potential engineers about why your company is a great place to work?

“Stable company, great locations to work, excellent products, competitive pay and benefits.

What are your expectations when interviewing a potential candidate?

“Listen to and answer questions asked. Be frank. And be forthcoming with information. The worst thing is to have a candidate that you have to drag information out of.

What gives your company a competitive edge over its competition?

“We love technology, hate bureaucracy, and have a smart, diverse workforce.

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