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GROUP ASSIGNMENT
Group 1
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CONTENTS
Summary .................................................................................................................. 2
I. Introduction about Google ................................................................................. 3
II. Theoretical framework ..................................................................................... 5
2.1 Definition and role of recruitment and selection ........................................... 5
2.2 Recruitment sources ......................................................................................... 6
2.3 Selection process ............................................................................................... 7
III. Recruitment and Selection in Google company ............................................ 10
3.1 Recruitment in Google company ..................................................................... 10
3.1.1 Google and its hiring needs ............................................................................. 10
3.1.2 Source for recruitment of Google .................................................................... 11
3.1.3 Recruitment strategy of Google....................................................................... 12
3.2 Selection in Google............................................................................................ 13
3.2.1 Google on picking the best people .................................................................. 13
3.2.2 Google and their selection (hiring) process ..................................................... 14
3.2.3 Google and questions they ask and why.......................................................... 16
IV. How to reach Google ........................................................................................ 18
4.1 Positions in Google............................................................................................ 18
4.2 Job description of Google ................................................................................ 19
Conclusion ............................................................................................................... 22
Source .......................................................................................................................
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Summary
The reason why we are interested in Google and choose it is because Google is
a big and well - known company all over the world. In addition, the recruitment and
selection process of Google is special in order to attract the most talented people.
This assignment starts with an introduction of Google. The main purpose of the
assignment is to know how Google recruits, selects candiates and what their strategies
are. It also contains some interesting facts about the recruitment of Google and provides
some examples of the JD and JS established by Google.
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I. Introduction about Google
Type: Subsidiary
Industry: Internet, Software,
Computer hardware
Area served: Worldwide
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products, acquisitions, and partnerships beyond Google's core search engine (Google
Search). It offers services designed for work and productivity (Google Docs, Google
Sheets, and Google Slides), email (Gmail/Inbox), scheduling and time management
(Google Calendar), cloud storage (Google Drive), social networking (Google+), instant
messaging and video chat (Google Allo, Duo, Hangouts), language translation (Google
Translate), mapping and navigation (Google Maps, Waze, Google Earth, Street View),
video sharing (YouTube), note-taking (Google Keep), and photo organizing and editing
(Google Photos). The company leads the development of the Android mobile operating
system, the Google Chrome web browser, and Chrome OS, a lightweight operating
system based on the Chrome browser. Google has moved increasingly into hardware;
As of December 2018, Google has 98,771 employees. 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. Employees are split into
six hierarchies based on experience and can range "from entry-level data center workers
at level one to managers and experienced engineers at level six." Internationally, Google
has over 78 offices in more than 50 countries.
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II. Theoretical framework
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Furthermore, the process also ensures compliance with policies and laws.
There are various rules, laws and regulations that organizations must adhere to when it
comes to its human resources management. Equal opportunity employment and non-
discrimination in hiring are two of them. By following a recruitment process, the
chances of the organization violating these policies will be low.
In the long-term, true leaders are capable of standing alone, but they cannot
achieve dazzling success without the support of a team. A great talent may win a big
game, but the business championship is long and tiresome. Therefore, a solid recruiting
strategy for hiring top-quality employees must be in place. It requires you to come up
with a job specification, description, and analysis.
Internal sources
Best employees can be found within the organisation… When a vacancy arises
in the organisation, it may be given to an employee who is already on the pay-roll.
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Internal sources include promotion, transfer and in certain cases demotion. When a
higher post is given to a deserving employee, it motivates all other employees of the
organisation to work hard. The employees can be informed of such a vacancy by internal
advertisement.
Advantages: Disadvantages
- Improves morale - It discourages capable persons from
- No error/ at least errors in Selection outside to join the concern.
- Promotes loyalty - It is possible that the requisite number
- Economy in training cost of persons possessing qualifications for
- Self-development the vacant posts may not be available in
the organisation.
- If only seniority is the criterion for
promotion, then the person filling the
vacant post may not be really capable.
External sources
All organisations have to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.
Advantages Disadvantages
- Availability of suitable persons - Demoralisation
- Brings new ideas - Lack of Co-Operation
- Expensive process
- Problem of maladjustment:
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1. Application form: The application form is the basic source of all employment
information for use in later steps of the selection process.
2. Tests: If the applicant shows no obvious job-related deficiencies that would cause
disqualification, then tests or an in-depth interview can be given. The choice between
tests or an interview will depend on company policy, the type of job applied for, the
cost of the test and the qualifications of the candidate. Applicant reactions to interviews
(especially where the interviewer asks questions with face validity) are more favourable
than they are to other selection techniques. It has also been found that tests which are
perceived by applicants as being job-related are positively correlated with
organisational attractiveness.
3. Interviews: It is a one to one interaction between the interviewer and the potential
candidate. It is used to find whether the candidate is best suited for the required job or
not. But such interviews consume time and money both. Moreover the competencies of
the candidate cannot be judged. The employment interview is the most widely used
selection technique.
4. Reference check
5. Medical examination: Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.
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6. Final Selection: The hiring manager will usually ask for feedback from human
resources and other employees who interviewed the job candidates. He or she may also
review her notes and decide which candidate would fit best in the open position.
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III. Recruitment and Selection in Google company
Over the last decade, Google has been topping the lists of top companies to work
for in both Forbes and Fortune (rank #1, seven out of ten years from 2006 to 2016). The
multibillion-dollar technology company founded in 1996 became known as a powerful
search engine, but two decades later and they have expanded their product and service
catalogue. Needless to say, a biggercompany requires a bigger employee base.
Every year, Google receives over one million resumes and applications. Only
4,000-6000 applicants will actually be hired — that’s less than a 1% hiring rate. Years
of practice and experimentation have allowed Google to narrow their acquisition of the
best talent to a near science.
Hiring managers at Google used to spend 10 hours a week on recruiting and top
executives would dedicate a full day to it. Google wanted to make this process more
efficient and through extensive research, experimentation, consultation, note taking,
and note revisiting, they’ve found their winning formula. With this, they have cut 10
hours into 1.5 hours a week accomplishing the same amount of work for recruiting.
It sounds like a dream but it wasn’t one that came easy. Years of work went into
making that time slash and process possible. That said, it’s important to remember that
the work Google put into their hiring process may not all directly apply to you and your
company either. The strategies they have uncovered, while all great, are applicable to
the needs of Google, the pace at which Google is growing, and the profiles that Google
is looking for.
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.
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3.1.2 Source for recruitment of Google
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3.1.3 Recruitment strategy of Google
Employment branding
Google has so successfully utilized their brand in order to attract the most
talented and highly-competent individuals in the world. Because of their claim of
providing the best employee-employer experience supported by the many perks,
benefits and high salaries that Google employees get to enjoy, Google became the most
desired companies for men and women in the world.
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misleading questions like how many golf balls would it take to fill an Olympic
swimming pool which supposedly gauge the candidate’s ability to think creatively and
under pressure. In reality, Bock says “They don’t predict anything. They serve primarily
to make the interviewer feel smart.” It will definitely not uncover a gold star employee.
The success rate of a recruiter also comes into question. Bock says that no one is
good at hiring. A revisiting of tens of thousands of job interview footage allowed
Google to come to that conclusion. “We found zero relationship [between good
employees and their hiring responsibles],” he said. “It’s a complete random mess….
Rather than having each interviewer just make stuff up,” Bock says, the company makes
use of a consistent rubric to assess candidates. This made the company realize that a
strict recruitment process with uncompromisingly high standards is what would filter
the cream of the crop. After this, the applicant pool is significantly narrowed and one
of the main tasks of the recruiter would then be to sift through the best of the best and
find a Googler.
“Before you start recruiting, decide what attributes you want and define as a
group what great looks like,” says Bock, “Include subordinates and peers in the
interviews, make sure interviewers write good notes, and have an unbiased group of
people make the actual hiring decision.”
Look further beyond GPAs
Google used to be the Ivy of companies and accepted only the top performing
applicants with school credentials that shined off their resumes but today, they look
further beyond GPAs. “After two or three years, your ability to perform at Google is
completely unrelated to how you performed when you were in school, because the skills
you required in college are very different. You’re also fundamentally a different person.
You learn and grow, you think about things differently.”
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For Google they have a very different strategy to choose the best people:
Set an uncompromisable high standard
They set high standards for applicants to not pass. They want to give applicants
the ability, potential, and strong determination for Google. Because for them the strong
determination to cope with difficult challenges is the best and that is who they need.
Make use of the entire team, not just HR
Large companies like Google can afford to delegate hiring to an entire team or
department. Smaller companies aren’t so lucky and the burden usually falls to one or
two people. Make use of the rest of the team—borrow a couple of hours from BD or
Marketing to help with interviews and get a fresh set of ears and opinions. This
collaboration also comes in handy when gauging the candidate’s fit with the company.
Give candidates a compelling reason to join your company
Google’s former SVP for products, they keep the candidates in the file, and give
them some of the company's products and ask them to come up with a strategy for it if
there is a certain member they feel has enough elements for the job they will choose
that person.
3.2.2 Google and their selection (hiring) process
The secret to be selected as a Google employee is that one has to think a lot like
an “engineer”. Apparently, Google expects their employees to be highly quantitative
and highly analytical as well as highly capable of dealing with too many data all at the
same time. During the interviews, an applicant must also be able to demonstrate his skill
or capacity by writing codes, intelligently analyzing case studies and brain teasers and
solving algorithmic problems on the spot. Also, Google is searching for applicants who
are highly practical and are capable of making something out of nothing that people can
make use of.
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about the SAT score and GPA average in the university, if it is a position that
requires technical expertise.
3. Interview at the company: The first interview at the company will take place
with four or five people, 45 minutes each. If it is a technical position, the
candidate will be required to solve technical problems in real time, which may
include programming code for a solution or sketching a template. design.
4. Feedback on the interview: Each interviewer submitted his or her feedback
according to a standard sample of candidates and ranked the candidates on a scale
of scores. The company will search the employee data to match the candidate's
resume with those who attended the same school or work with the same company
in the years listed on the resume. Email is sent to that Google employee to consult
them about the candidate.
5. Employment Committee: It consists of senior managers and senior managers,
and experienced employees in that field. It reviews all the feedback as well as
the resume and experience. Independent hiring committees are made up of
Googlers at various levels of the company to review your candidate packet. They
consider all potential candidates for all positions in need of people in the area,
so they understand very well the capabilities needed and the supply of qualified
people. Recruitment team reviews each feedback but also resumes and work
experience. Recruitment decisions are made by the recruitment team. So that
means no hiring manager can make a wrong decision later.
6. Review and approval at the executive level: Senior executive board reviews
each job offer letter. The salary committee will determine the full salary and
bonus, suitable for the invitation letter to work.
7. Compensation committee: The committee that determines the appropriate
compensation for the offer.
8. Final executive review: The top executive reviews the employment offers
before they are extended to the candidate.
9. Invitations work: The recruiter will inform the candidate about the job offer
letter, and explain all the details in the offer letter. Google's job offer is very
competitive, some say very generous, and very thorough (see the section on the
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10 highest salaries in the chart). Google wants employees to be satisfied, excited
to work, and fully focused.
Sometimes, the candidates must pass through some tests to get selected.
Logical Reasoning 10
General Aptitude 10
Technical 15 50
General English 5
Total 40
Google is much more interested in choosing talented people, rather than just
choosing people with certain skills.
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IV. How to reach Google
Below are job offered by Google and the number of interview occuring each year.
Looking at the data, we can see the most applied position is Software Energy
with 2932 applications and the least applied position is Softwareantwickler and
Administrative Assistant with 37 applications each year.
Always among the leading names in the technology industry of the world,
Google always makes people desire for the working environment and the salary that
the employees receive. The high-wage positions in the company are generally not
different from Apple. The lowest paid position at Google is the customer care staff
with more than $ 30,000 / year, the highest is the Chief Financial Officer with about
$ 340,000 / year. What amazes people is that the highest income position at Google
does not belong to a technical person but to finance.
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4.2 Job description of Google
Product Manager (San Francisco, CA, USA)
Minimum qualifications:
Preferred qualifications:
MBA degree.
Experience planning and rolling out large-scale/global marketing campaigns,
and the ability to identify and implement scalable process improvements using a
data-driven approach.
Experience developing and executing marketing strategy successfully while
collaborating cross-functionally and building consensus, with effective project
management expertise.
Responsibilities
Identify opportunities in the market, and define the vision and strategy for
products.
Work closely with the engineering team to determine the best methods of
technical implementation and define a reasonable schedule of execution.
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Examples: Product Management, Engineering, UX / UI, Sales, Customer
Support, Finance or Marketing; understanding of go-to-market business enablers
(eg payments, loyalty, subscriptions, etc.)
Minimum qualifications:
Desired qualifications:
Ph.D.
Work experience on mobile platforms
Experience as a software engineer on assembly language, SSE2, NEON or
similar language
Proven experience in research and engineering
Knowledge of data and image compression gained through research on the
subject
Knowledge of Open Source mentality
Responsibilities
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Collect data in real-life situations to develop classifiers, working on both quality
and infrastructure until final launch, and monitoring their behavior in production
situations
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Conclusion
If you are interested in work at Google, users should prepare the best
knowledge to seize working opportunities when the recruitment is large in the third
quarter every year.
As a company with the best working environment, high salary, large stock
price, diversity in work .... but Google is not a company that recruits "massively". The
company stressed that they wanted to seek growth in all areas.
Google offers restrictions when recruiting employees into leadership positions,
requiring them to absorb Google culture to ensure the culture is not lost. Google's
recruitment plan includes a number of goals only for those who have worked in the
company.
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 insists the
company is able to manage this activity as best as possible.
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Source
https://smallbusiness.chron.com/employee-selection-process-2568.html
https://www.managementstudyguide.com/employee-selection-process.htm
http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-
internal-and-external-sources-recruitment/25954
https://www.mbaknol.com/management-case-studies/case-study-googles-
recruitment-and-selection-process/
https://cpt.hitbullseye.com/Google-Test-
Pattern.php?fbclid=IwAR3WdKucXdmNWx7zd7f1_N9IyEQ-vZvTw3jx2gve-
3CbiNFEXOEU-lrYQLU
https://www.slideshare.net/yashbhatt7982/googles-recruitment-and-selection-
process?fbclid=IwAR0CA-
EghZM80eu2XIFM3d4BOPeBn63L7dVoiOQWpoUShG75NMYApS57s7A
http://panmore.com/google-hrm-recruitment-selection-
retention?fbclid=IwAR3PSM8YeDky1kocd4-
KwISAUELnuauSQzMEVFagrDAIGjj9atwe4vApLbg
https://www.glassdoor.com/Interview/Google-Interview-Questions-
E9079.htm?filter.jobTitleExact=Software+Engineer%28Internship%29
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Group members
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