Recruitment and Selection Process of Google: An Analysis

This report provides an analysis of the recruitment and selection process of Google. It discusses the steps followed by the company to ensure effective recruitment and selection of highly skilled and experienced employees. The report also highlights the strengths and weaknesses of Google's recruitment process.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Recruitment process of Google...................................................................................................3
Strength and Weakness of Google’s Recruitment.......................................................................5
Conclusion.......................................................................................................................................5
Recommendation.............................................................................................................................6
Reference List:.................................................................................................................................7

2HUMAN RESOURCE MANAGEMENT
Introduction
The Google LLC is an American multinational technology company that has its
specialization in products as well as services related to the internet. The services and products
provided by the company include a search engine, online advertising technologies, software and
hardwires and cloud computing. The mentioned organization was founded by Sergey Brin and
Larry Page in the year 1998. In the year 2004, the company got moved it headquarter to
California, Mountain View and named it as Googleplex (Greiner 2015). In this report, a brief
analysis of the company’s HR recruitment and selection process has been performed. Being a
highly recognized company, Google ensures that highly skilled and experienced employees are
recruited by them.
Discussion
The term recruitment can be defined as the process of finding out appropriate candidates
who have the potential, skill and experience to perform for the benefit of the organization and
ensure its growth. Selection, on the other hand, can be described as the method of selecting the
best candidate from a pool of candidates outside the organization. Selection ensures that the
candidate chosen is of the best quality and has the capability to enhance the productivity and
competitive advantages of the organization in the global market (Chhabra and Sharma 2014).
The process followed by Google to ensure effective recruitment, as well as selection of the
candidate, has been discussed below:
The Human Resource management of Google hires professional recruiters both externally
as well as internally in order to ensure that the best candidates are being recruited by the

3HUMAN RESOURCE MANAGEMENT
company (Hendry 2012). Since the company believes that employees are the base of the
organization, the recruitment and selection process followed by Google is highly time-
consuming and complicated to ensure that the selected candidate is extremely talented and is
perfectly fit for the organization. A part of the process is applied to the internal applicant so that
they can develop their performance and gain the ability to enhance their productivity (Greiner
2015). According to researchers, the recruitment and selection procedure of the mentioned
company has imposed an immense positive impact on the yearly revenue of the organization.
Recruitment process of Google
The management of Google looks for employees who have the efficiency in many fields
an are not afraid of accepting challenges. The main aim of Google is to recruit employees who
will benefit for the organization for long-term (Chhabra and Sharma 2014).
1st step: At first, the recruiter checks each and every resume of the candidates on the basis of
technical requirements, experience and education in order to ensure that there is a potential fit.
Considering the fact that Google receives more than I million resumes every year, this step is
highly time-consuming.
2nd Step: The process of recruitment of Google starts with a phone interview. In the first step, the
candidate is asked tricky questions like ‘How many golf balls will fit inside a school bus’ or
‘Design an evacuation plan for San Francisco’.
3rd Step: Candidates who have passed the 1st round interview are offered the second round of
interview that is for an onsite interview. This interview is conducted for approximately 45
minutes with 4 to 5 candidates per round. In this interview, candidates who have applied for the

4HUMAN RESOURCE MANAGEMENT
technical role are asked to solve various technical problems that include designing a whiteboard
or coding a solution (Greiner 2015).
4th step: After the first round of the interview has been conducted, each interviewer submits
feedback score for each employee on the basis of their performance in the interview. In order to
match the candidates resume to that of the employee's resume, a detailed search is performed.
5th Step: The hiring committee of Google is comprised of directors, senior managers as well as
several experienced employees of the organization. The role of the mentioned committee is to
assess all the potential candidates for the vacant job profiles (Garner 2012). They keep in mind
the vision and mission of Google I order to appoint the right candidate for the right job. The
committee is entitled to review everything including the feedback scores from the interviewer
along with the work experience and resume of the candidates.
6th Step: After the committee has completed reviewing and primary selection process, the senior
level management reviews each and every resume before offering letters.
7th Step: This committee of the organization is to entitle to calculate as well as determine the
salary that is to be an offer to the candidates who are being selected in the interview process.
8th Step: In this stage, the top executives of the mentioned organization access and analyze all
the offer letters before offering them to the selected candidates (Broughton et al. 2013).
9th Step: This step can be considered to the final step of Google’s recruitment process. In this
stage, the recruiter apprises the candidates and offer and explains all the details associated with
the offered job post. The offer letters of Google is considered to be highly competitive and
according to several researchers, Google’s offer letters are highly generous.

5HUMAN RESOURCE MANAGEMENT
The selection process of Google:
In order to ensure effective recruitment, an offer letter is sent to the potential employees by the
organization. During the selection process, the HR management of Google always keeps an
optional candidate in mind, in order to ensure that if an employee rejects the offer letter, another
potential employee can be recruited. This helps the organization, to avoid the financial expense
of performing the whole recruitment process again (Broughton et al. 2013). The recruited
employees are subjected to attend an induction program, where all the details about the policies,
procedures, and health as well as safety policies of the organization are discussed. During the
probation period of the employees, the HR managers of Google perform follow-ups to determine
the concern of the employees and whether they require any training session for further
improvement (Chaneta 2014). This process allows the HR to understand and review the
Recruitment and Selection process is effective or not.
Strength and Weakness of Google’s Recruitment
The usage of modern and creative tools and strategies to recruit employees can be
considered as one of the major strength of the company’s R&S process. Besides that, the high
structure recruitment board of the Company can also be as a major strength (Seethamraju 2012).
However, the high amount of time consumption can be considered as one of the major
weaknesses of the company (Taylor 2014). Due to high time consumption, the company misses
out potential candidates.
Conclusion
From the above discussion, it can be concluded that the recruitment and selection
procedure of Google plays a major role in the success of the organization. Unlike its competitors,

6HUMAN RESOURCE MANAGEMENT
the company focuses more on the talent of its candidate and ensures that the best candidates are
being recruited for the vacant job posts. The well-structured recruitment and selection committee
of the company enables it to analyze each and every application in details and select the best out
of them. However, since the recruitment process of the organization is highly time-consuming,
the company often losses potential candidates to its competitors.
Recommendation
1. In order to reduce the time consumption of the Recruitment and Selection process,
Google should cut down the several stages of the interview and introduce strategize of
analyzing the candidates within the 2nd and third round of the interview process
(Broughton et al. 2013).
2. Since the company is highly focused on its recruitment and selection process, the
production and distribution process of Google is often found to be left out. Hence Google
should review its workforce planning stage and consider the process of production as
well as distribution more.

7HUMAN RESOURCE MANAGEMENT
Reference List:
Broughton, A., Foley, B., Ledermaier, S. and Cox, A., 2013. The use of social media in the
recruitment process. Institute for Employment Studies, 3(13), pp.1-42.
Chaneta, I., 2014. Recruitment and selection. International Journal of Management, IT and
Engineering, 4(2), p.289.
Garner, E., 2012. Recruitment and Selection. Bookboon, pp. 234
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), pp.114-125.
Hendry, C., 2012. Human resource management. Routledge, pp. 125-128
Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis, 22(1), pp.48-60.
Seethamraju, R., 2012. Business process management: a missing link in business
education. Business Process Management Journal, 18(3), pp.532-547.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), pp.139-14.