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Googles success is based on its high quality human resources. The firm generally
emphasizes brilliance and excellence among its employees. Googles human resource
management also includes carefully chosen strategies, methods, and techniques for
recruitment and selection, and for the retention of high quality workers. The firms
recruitment practices and selection process ensure an adequate workforce. The
retention programs at Google are designed to retain excellent employees. These
programs also attract employees to the firm. The company is now one of the best
places to work. This popularity and positive perception indicates the success of the
firms human resource management in recruitment, selection, and employee retention.
candidates leadership and team-working skills but also his ability to respond quickly to
emergent tasks and to unexpected problems. The recruitment process of the firm, in all
its phases, is monitored by independent committees of Googlers, so that subjectivity in
evaluating a candidates skills is guaranteed.
When you interview at Google, youll likely interview with four or five Googlers. Theyre
looking for four things:
Leadership: Well want to know how youve flexed different muscles in different
situations in order to mobilize a team. This might be by asserting a leadership role at
work or with an organization, or by helping a team succeed when you werent officially
appointed as the leader.
Role-Related Knowledge: Were looking for people who have a variety of strengths
and passions, not just isolated skill sets. We also want to make sure that you have the
experience and the background that will set you up for success in your role. For
engineering candidates in particular, well be looking to check out your coding skills and
technical areas of expertise.
How You Think: Were less concerned about grades and transcripts and more
interested in how you think. Were likely to ask you some role-related questions that
provide insight into how you solve problems. Show us how you would tackle the
problem presented--dont get hung up on nailing the right answer.
Googleyness: We want to get a feel for what makes you, well, you. We also want to
make sure this is a place youll thrive, so well be looking for signs around your comfort
with ambiguity, your bias to action and your collaborative nature.
How the organizations recruitment process has changed over the years?
In the past Google has emphasized on online tests, as a critical part of recruitment
process. Candidates who managed to reach the highest score in the relevant tests were
most likely to be hired. However, through the years the firms senior managers realized
the importance of other factors, such as character, leadership, team-working ability and
negotiation skills, when having to evaluate the appropriateness of a candidate for
Google. As noted by L. Bock, the vice president of the firms people operations the firm
has decided to focus on a candidates personal skills and characteristics rather than on
his professional or educational background. Indeed, today, about 14% of the firms
employees have not graduated from college; still, these employees have managed to
meet the requirements related to their roles. Also, the score in online tests is no more
considered as the key criterion for hiring a candidate; rather, a series of interviews is
employed for evaluating a candidates cognitive ability.
One of the firms senior managers in Australia noted that Googles employees need not,
necessarily, to have exceptional academic or professional background; but they have to
be smart. The identification of a candidates Googliness, i.e. the alignment of a
candidates skills/ characteristics with the firms culture, has also become a critical part
of the firms recruitment process. The particular potential of candidates could not be
effectively diagnosed through online tests, a fact that led to the elimination of most of
these tests from the firms recruitment process. Interviews, as indispensable part of
Googles current recruitment process, help the firms managers to identify individuals
who can respond to the demands of the firms roles.
Googles: Training
Googles human resource management practices cover effective employee training
programs, as well as performance management to maximize human resource
capabilities. The company uses appropriate needs analysis to design training programs
aimed at supporting an innovative workforce. The training programs and their results
are regularly evaluated to ensure that they meet Googles human resource needs.
Conclusion
Being hired in a popular workplace, such as Google, is a critical perspective for
candidates in the global job market. The success of Google, as an employer, is closely
related to the organizations culture. Indeed, in Google employees have the potential to
be creative, to take initiatives and to continuously increase their personal and
professional skills. Fair rewarding is also highly evaluated in Google, as a practice for
showing the recognition by the firms of employees efforts and commitment. The
limitation of traditional recruitment techniques such as online tests and the emphasis on
communication and discussion with candidates, as achieved through interviews, have
helped Google to build a strong and proactive relationship with its employees.