Human Resources Applied to Google

Recursos Humanos aplicados a Google

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QUESTION 1:

i) Review the current recruitment programme of your chosen organisation.

Google is an American multinational organisation specialized in Internet-related services and products, including search, online advertising and software technologies (“Google”, 2014)

Google is looking for the best of the best; they are aiming to people who are good for Google for long term. The organisation receives over one million resumes per year and of those, they hire between 4000 and 6000. Google’s recruitment process is basic but with some particular aspects. (“How we hire”, 2014).

How Google interview

1. Recruiter Screen: Recruiters screens the resumes for technical requirements, education and experience. Then the first conversation will take place.

2. Phone Screen: A recruiter will contact you, explain the process and let you know what are the expectances. After that a phone interview takes place.

3. On site interview: The onsite interview is with four people for 45 minutes each. Interviewed are asked to solve technical problems in real time. Questions like “How many golf balls can fit in a school bus” are expected to be solve by them.

4. Interview Feedback: Interviewer submits their feedback about the candidates and assigns a numerical ranking to it. After that, candidate’s resumes are matched to employee’s resumes and their opinion is asked about the candidate.

In this part, interviewers are looking for smart, team-oriented people who can get things done. They are also looking for four things: Leadership, Role-Related Knowledge, way of thinking and Googleyness (how likely the organisation is for you).

ii) Recommend changes that you would make to the organisation’s recruitment programme?

The actual recruitment process of Google is made by internal recruiters, who are young, highly paid and, often, on a six month contract. (Inside Google’s recruiting machine, 2012)

We would recommend that interviewers are people who are the most experienced personnel in the organisation. Besides the remuneration, the most important thing is that interviewers have enough intrinsic motivation, are fully motivated and committed with the organisation.

We think that Google’s is doing a good job by utilising internal recruiters because there is no one who knows more about the organisation than the same people who work there, that ensures that recruiters select people who share the values and main goals of the organisation. (Elearn, 2005)

Within Google, it is common to need a GPA threshold from an esteemed university to get to their door (“How we hire”, 2014), being really strict in this. We would recommend to lower the requirements by giving