Tommy Ford is an impatient, results-oriented, innovative, hard working, focused entrepreneur. He likes working with aggressive, highly creative, skilled, focused team players who are flexible, change driven, informed, cutting-edge professionals much like himself in work ethic but from diverse groups. He believes that professionals with varied backgrounds contribute to better solutions and creativity. He wants only those who are as committed as he is to growing a company that produces the industry standard and benchmark in intranet and software technology. That means being willing to work sixty to ninety hours a week at High-5-Tech if the project requires, as well as dedication to and passion for custom-ers, the firm, and the project team. Ford may start people out with salaries slightly below industry average, but he rewards performance and tenure. He's reputed to double a salary when a developer exceeds expectations. He also contributes his company's stock to the employees' benefit package, subject to their length of employment. At the current rate, a person might retire a millionaire if he or she can withstand the pace. Questions: 1. What would be effective ways to recruit qualified professionals to work for Tommy? Recommend recruitment strategies that can be used by the company to recruitment qualified professionals. 2. How would you develop a recruiting brand for High-5-Tech to assist with recruiting efforts? Give examples to support your answers