GROUP ASSIGNMENT – Group 1

Topic: Analysis the recruitment and selection

in Google Company

Human Resource management

Contents

1 Introduction about Google

2 Theoretical framework

3 Recruitment and Selection in Google

4 How to reach google

Part 1: Introduction
 Google is an multinational technology
company that specializes in Internet - related
services and products, which include online
advertising technologies, search engine,
cloud computing, software, and hardware.

It is considered one of the Big Four

technology companies, alongside Amazon,
Apple and Facebook.
Headquarters: Mountain View, California, U.S.

Fact: Google is a subsidiary of Alphabet Inc from 2015

Google was founded in 1998 by
Larry Page and Sergey Brin while
they were Ph.D. students at
Stanford University in California.

Internationally, Google has over

78 offices in more than 50 countries
with 98 771 employees.
HR facts: Google's 2017 diversity report states that 31 percent of its workforce
are women and 69 percent are men, with the ethnicity of its workforce being
predominantly white (56%) and Asian (35%). Google's employees are hired
based on a hierarchical system.
Part 2: Theoretical Framework
2.1 Definition and role of recruitment and selection

In HRM, “recruitment” is the process of attracting a pool of qualified candidates for a job
vacancy.
“process of searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization”.

Meanwhile, “selection” is the process of collecting and evaluating all the information (KSAs)
about a candidate in order to extend an offer of employment in a timely and
cost-effective manner.
2.1 Definition and role of recruitment and selection

Main role: find the persons who are best qualified for the positions. Good recruitment will
give businesses a workforce appropriate.

The efficient process will reduce a significant human resources

training costs if we can select high-quality candidates.

Ensure compliance with policies and laws.

This is an extremely important task. A reasonable strategic and investment hiring plan will
give the company a good human resource, a solid foundation to develop to support the
company's business strategies to success.
2.1 Recruitment source
2.1 Selection process
The selection process are differently depending on the needs of the company.
1. Application form: basic source of all employment information for use.

2. Tests: avoid disqualification, are positively correlated with organizational attractiveness.

3. Interviews: to find whether the candidate is best suited for the required job or not. The
employment interview is the most widely used selection technique.

4. Reference check
5. Medical examination: ensure physical fitness of the potential employee.
6. Final Selection: The hiring manager will usually ask for feedback from human resources
and other employees who interviewed the job candidates.
Which candidate would fit best in the open position?
Part 3: Recruitment and Selection
in Google company
3.1 Recruitment in Google

- Google and its hiring needs

- Source for recruitment in Google

- Recruitment strategy
 Over the last decade, Google has been topping the lists of top
companies to work for in both Forbes and Fortune.

Google Every year, Google receives over one million applications.

Only 4,000-6000 applicants will actually be hired - less than
and a 1% hiring rate.
its
hiring Hiring managers at Google:10 hours/week => now: 1,5 hours
needs
Google said the company could not find many people who met their
strict requirements, especially in leadership positions. And even if
they respond, the company doesn't want to dilute culture by adding
too many employees at once.
 Use a mixture of internal and external recruitment sources to
maintain the adequacy of its human resources.

Source The external recruitment sources at Google include educational

for institutions and respondents to job advertisements.
recruit- Most of these ads are available through the Careers section of Google’s
ment of website.
Google
Fact: usually takes place in the third quarter - when the
number of college graduates appears very a lot of.
For a company that probably knows more personal information about you than your
own mother, they use their own product (a.k.a. big data analytics) to find the best
and the brightest talent in the world.

Big data is the concept of transforming massive structured and unstructured data
sets into actionable intelligence.
 Max Rossett googled “python lambda function
list co mprehension,” (code)
 Below the search bar, a text appeared
“You’re speaking our language. Up for the
challenge?”- Google

It was actually Google’s programming

challenge. Using Google Search, Google
 a recruiter from Google requested for search and identify potential
his resume.
 phone interviews candidates based on
their search keywords!
 Employment branding

Adapting recruitment strategies to fit your recruitment needs

How do you survive? Adapt.
Using technique for recruiting
Recruit
Find candidates among your own people first
ment
strategy Keeping the end goal in mind

of Set high standards for job placement

A good rule of thumb is to hire only people who are better
Google than you. Do not compromise. Ever
Look further beyond GPAs

Your ability to perform at Google is completely unrelated

to how you performed when you were in school
3.1 Selection in Google

- Google on picking the best people

- Google and their selection (hiring) process

- Google and questions they ask and why

 For Google they have a very different strategy to choose the best people

Google
Set an uncompromisable high standard (can not pass)
on
picking  give applicants the ability, potential, and strong determination
the
Make use of the entire team, not just HR
best
people
Give candidates a compelling reason to join your company
 The secret to be selected as a Google employee is that one has to

think like an “engineer”.

Google
and  capable of dealing with too many data all at the same time.
their  test skill or capacity by writing codes, intelligently analyzing case
selection
studies and brain teasers and solving algorithmic problems on the spot.
process
 applicants who are highly practical and are capable of making

something out of nothing that people can make use of.

 Selection process

Recruiter screening Phone screening Interview at the company

Employment Committee Feedback on the interview

Review and approval at the executive level

Compensation committee Final executive review

Invitations work
Sometimes, the candidates must pass through some tests to get selected.

No. of questi
Testing Areas Time Limit ( in mins)
ons
Logical Reasoning 10
Google is much more
General Aptitude 10
Technical 15 50 interested in choosing
General English 5 talented people, rather
Total 40
than just choosing people
with certain skills.
Time Limit ( in mins
Section No. of questions
)
Coding 3 90
 “Tell me about a time you had to deal with a difficult manager?
What did you do?”

Google How a candidate handles difficult situations and pressure, how they

and overcame the challenges, and how they improved themselves.

questions
they ask “How would you go about setting up flu vaccination stations across Google
and why campuses... and then how would you expand internationally?”

This is a scenario-based question to find out how a candidate thinks, how

they gather data and move through this process to get them to a solution.
 “What is your favorite Google product? What would you change?”

Determine how knowledgeable a candidate is with the products of Google,

how creative or innovative a candidate is when he/she suggests changes.
Google
and “If you have 90% of the market-share, how would you grow your business?”
questions
 The entrepreneurial, sales and marketing skills
they ask
and why
“What makes you GOOGLEY?”

A cultural fit question Google asks to see if candidates fit well in the
organization. It is a chance for the candidate to let personality shine
Part 4: How to reach Google
Positions in Google Company
The lowest paid position:
Customer care staff with more than
$ 30,000 / year.

The highest:
Chief Financial Officer with about
$340,000 / year.

Facts: What amazes people is that the highest income position at Google does
not belong to a technical person but to finance.
 Conclusion

Google offers tight restrictions when recruiting employees,

require them to to ensure the culture is not lost.

These are the barriers for Google's hiring activities, making the
search rate of employees cannot increase rapidly, especially when they
have to meet puzzles that are not simple.

Employee recruitment is not always going smoothly, but Google

insiststhe company is able to manage this activity as best as possible.
 Thank you
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