HRMT 301 Human Resource Management (HRM)

Running head: HRM
HRMT 301
Name of the Student:
Name of the University:
Author Note:

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Table of Contents
Introduction:....................................................................................................................................2
Discussion:.......................................................................................................................................2
1. Organizational Approach to the Nature and Composition of Workforce....................................2
2. Positions Filled Annually and Applications Received for Each Position....................................3
3. Method Google Use for Recruiting Applicants...........................................................................3
4. General Approach to Selection....................................................................................................5
5. Selection Devices or Methods Employed by the Company........................................................6
6. Validation of the Selection Methods or Devices.........................................................................7
7. Evaluation of Effectiveness of the R&S System. The Model that it applies to...........................8
8. Explanation of Integration of R&S System into Strategic Management System of Organization
.........................................................................................................................................................9
9. Extent to which R&S Abide by Human Rights Principles at Every Stage of Process..............10
10. Other Ways in which R&S Process is evaluated positively or negatively..............................10
11. Recommendations for Improving the R&S Process................................................................11
Conclusion:....................................................................................................................................11
References:....................................................................................................................................12

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Introduction:
The report aims at providing an insight into the recruitment and selection process of
Google, a company found by Sergy Bin and Larry Page. Google represents a multinational
company with headquarters in United States (Google, 2020). The firm primarily deals with the
internet services and products. The mission of the company lies in organization of the world’s
information and making it universally accessible and useful. The report provides an answer to
the various queries related to the recruitment and selection at Google.
Discussion:
1. Organizational Approach to the Nature and Composition of Workforce
Google looks out for talented people who would benefit the company not just in the
present but in the long term (Tran, 2017). Hence they emphasize on the higher performance. The
key process of recruitment and selection begins with conversation with recruiter followed by a
telephonic and a face to face interview. The company however stands out from the other in ways
they recruit and select candidates. They basically look out for the people who are team oriented,
smart and possess the ability of getting things done. Candidates recruited and selected in Google
must possess, knowledge of position held, leadership qualities and the way in which a candidate
thinks.
According to reports put forward by Forbes Magazine (2013), Google has been
considered as one of the best places to work for. The decisions for recruitment are put across by
the hiring committee hence there is no possibility for bad decisions since the committee
comprises of highly qualified and experienced people.

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Some of the facts related to the recruitment and selection of Google are as follows
(Umoh, 2016):
 Google remains increasingly focused on the recruitment of a talent instead of focusing on
the skill sets.
 The optimized system reduced the number of interviews from 4 to 9 before recruiting an
employee
 In the year 2011, the company made plans for recruiting close to 6200 workers which
enhanced their workforce by 35 percent.
In reality, the Company just undertakes a random recruitment and selection process
(Yaseen & Marwan, 2016). In other words, the hiring or recruitment managers are also not in a
position to describe a recruitment strategy that Google implements. This is because the hiring
manager cannot single handedly give his approval in extending job offer. Suitable candidates
should pass through hiring committee for a review. Nevertheless, the recruiters and hiring
managers undergoes a lot of hard work as well as discussion while offering a senior post. Google
look out more towards the external labor market for recruiting fresh talent. But it also opts for
internal methods of recruitment.
2. Positions Filled Annually and Applications Received for Each Position
Employees have 0.2 percent possibility of being hired in Google. This is because, the
tech giant is only able to recruit an employee after consent from a group of people. Google is
able to approximately fill 1000 of positions annually. The selection is done from approximately
three million requests that Google receive for each position (Anderson, 2014).

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3. Method Google Use for Recruiting Applicants
The process Google uses for recruiting the applicants are mentioned as follows:
 Screening by Recruiter: The recruiter goes through each resume for technical education,
experience and requirements for ensuring it to be a technical fit. Google is believed to
receive an estimated 1 million resumes each year.
 Screening: The recruiter then contacts the chosen candidate via phone thereby explaining
the process and discuss the expectations. For instance, when the role is related to
engineering then the recruiter mostly asks for college GPA and the SAT scores.
 On-site Interview: The initial interview will be conducted with four or five people
for a period of 45 minutes. This interview will include solving technical problem
that might include coding solution or white boarding design whenever the candidate
is selected for a technical role (kalibrr.com, 2020). Google however access the
competency of candidates in four key areas. This includes cognitive ability,
leadership, knowledge related to role and googleyness. The recruitment method of
the firm is simple, open and practical
 Feedback from Interview: In this step, each interviewer submitted a feedback
regarding a candidate in the standardized format thereby assigning numerical
ranking to each of the candidate. A search is undertaken for matching candidate’s
resume to the resume of employee for finding matches for the schools or companies
for a particular year.
 Review by Hiring Committee: The hiring committee comprise of the senior
directors and managers along with experienced employees from this particular
domain (Klotz et al. 2013). The committee overview the potential candidate for the
jobs in a specific field. Their experience allows them to appoint the right people for

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right job. The committee is known for reviewing each and every detail that includes
feedback from interviewer along with resume and work experience.
 Review by Executive Board: This is the senior management that review each
resume and offer.
 Role of Compensation Committee: They usually calculate and determine the offer
to be made for particular candidate.
 Review by Final Executive: The topmost executive of the firm overviews the
employment offers before the final recruitment is made.
 Final Offer: The recruiter appraises the offer and explain the details to the
candidate.
Thus, hiring decisions of Google are in most cases put across by the hiring
committee such that there is lesser amount of possibility for corrupt decisions as it is
undertaken by qualified and experienced people.
4. General Approach to Selection
The statistical approach of hiring takes decision making from hands of the hiring
agents and place them on analysis of data against questions asked to the applicants. The
additional benefit of placing increased level of significance on how the prospects score is
through the elimination of the bias in hiring process (Lum & Johndrow, 2016). In this
approach instead of face to face interviews or telephonic interviews, the prospects have
been asked to undertake a test that attaches a grade on everything ranging from
interpersonal skills to the workplace experience. For instance, when the company is looking
for hiring an employee in call centre, it is necessary to observe and test them on their comfort
zone while talking to the people they do not know. A prospect scoring lower on this particular

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aspect might be chosen in favour of the prospect who scores higher score and is comfortable
while chatting with the strangers. This method applies the scores to the questions depending on
the parameters set by the business. If there is a requirement for employee who is highly
comfortable in working independently compared to group setting then test scores can be weight
against desired characteristics or traits. It however depends on the company and the hiring team
for determining the important factors in order to weigh the highest. On other hand, a
judgemental approach of evaluation is used for assessing a job performance based on specific
area that is difficult to measure (Taherdoost 2016). For instance, a manager known to evaluate
job performance of the sales associate can use the concrete figure of sales to gauge the
fulfillment of the objectives and goals.
Few organizations follow a statistical or a judgmental approach while others follows
a combination of both.
5. Selection Devices or Methods Employed by the Company
Google follows a combination of statistical and judgmental approach for hiring
employees. As far as the statistical approach towards selection of employees is concerned
the company tried to to accomplish the objectives, Google designed an online biodata form,
also referred as the online biographical information blank (BIB) for the employees
(Tufekci, 2015). In this method of selection, employees who are five months old are
usually asked for filling in form comprising of 300 survey questions. The patterns of the
responses identified helped in predicting performance in areas of sales, finance, human
resource and engineering. The results from this form is then completed by the applicants
whose responses gets sorted by the Google’s algorithm for identifying the applicants best
suited for the available positions.

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The statistical method had however not eliminated the judgmental approach that
Google followed through the means of interview. However, the new mode of selection
reduced the interviews where successful candidate participated. Selected candidates are
usually contacted by recruiter for 30 to 40 minute of the screening interview. A preliminary
assessment of the proficiency and technical skills are taken into consideration before they
are brought for the face to face interview. Applicants selected for the onsite interview are
assessed on job relevant skills.
6. Validation of the Selection Methods or Devices
Validation represents the measure of effectiveness for a given approach. The
selection approach is considered valid if it enables increasing chances of hiring of the right
person for the job (Chandrashekar & Sahin, 2014). Hiring decisions can be evaluated in
terms of the valued outcomes like lower absenteeism, higher picking speed and better
safety record. It is to be noted here that the selection process does not express validity on
own terms but rather is relative to a particular purpose.
Validation of the statistical approach is attained when the organization takes the
decision of recruiting the most suitable candidate based on data derived from the questions
asked to the applicants. The survey mostly comprised of questions related to the
programming language that the employee has been familiar with, the internet mailing list
they have been subscribed to, the magazines they have been subscribed to, the type of
workplace they have, the kind of person they are, introverts or extroverts, their preference
for working alone or in groups, whether they faced over tutoring, the pets they had,
whether they made profit from the activities like catering, dog walking or business or
setting world record. Data derived from the survey is then compared with the twenty five

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measures of the job performance that included peer ratings, supervisor rating, and the
measures of the organizational citizenship.
The judgmental approach is validated through evaluation of the applicants based on
behavioral abilities and problem solving for the applicants of business as well as the
general positions.
7. Evaluation of Effectiveness of the R&S System. The Model that it applies to.
The recruitment system in Google represents combination of internal and external
recruitment for maintaining adequacy of the human resource. The company make use of
transfers, promotions and interns as the key source of internal recruitment for meeting HR
needs. The source of external recruitment at Google included the respondents of job
advertisements and the various educational institutions (DeVaro & Morita, 2013). The
advertisements are published in career section of the Google’s website. The effectiveness
of the process lies in the fact that it allows the company in constantly facilitating a constant
influx of qualified workers while matching the capabilities of the employees with needs of
human resource.
On the other hand the key criteria used by Google for selection of candidates are
creativity, smartness, drive for the excellence and the alignment with organization
(Bolander & Sandberg, 2013). The effectiveness of the selection process lies in the
different process. These includes preliminary screening, background check and on-job test
and interview. Here it is to be noted that the human resource of Google uses different steps
and procedures for different positions within organizations. For example, on-job tests are

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used for the positions most frequently filled through the absorption of the trainees and
interns.
The method Google undertook for defining the effectiveness of Recruitment and the
Selection System (R&S) is the big data analytics. Big data represents the concept of
conversion of the massive structured as well as the unstructured data into the actionable
intelligence. Using the Google search, Google allowed the algorithm in undertaking the
search and identify potential candidates depending on search keywords.
8. Explanation of Integration of R&S System into Strategic Management System of
Organization
Strategic management system defines various benefits of an organization. The
strategic management system not only helps in defining the vision, mission and the future
goals but also provides the manager with an advantage for efficient allocation of resources
(David & David 2016). The strategic choices of Google remains directly related to the
characteristics and nature of the business within the industry. The generic strategy
represents an overarching influence on the doings of the business and the competitive
advantages. In other words, the generic strategy of Google is based on the differentiation.
The recruitment and selection (R&S) system of Google holds an integration with the
company’s strategic management system. The recruitment system does so by following the
four principles of hiring. This includes:
 Setting an uncompromising higher standard
 Finding candidates amongst own people
 By involving the entire team including the HR

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 Providing the candidates with compelling reason to join the company.
The selection system of the company also shows integration as it follows a
differentiation strategy of not using work experience of candidates as criteria for selection.
Besides, the company has also designed an online biodata form based on survey
questionnaire for the candidates and identified the best suitable applicant through using
Google algorithm.
9. Extent to which R&S Abide by Human Rights Principles at Every Stage of Process
In Canada, Human Rights remains protected by provincial, federal and the territorial
law (Howard-Hassmann, 2018). The charter seems to protect the right of the each Canadian
to be equally treated under law. In addition to this, the Charter is able to guarantee broader
rights of equality and the other fundamental rights that includes freedom of assembly,
expression and religion.
As far as the recruitment system is concerned, the company tries to stand by the
principles of human right by maintaining a constant influx of qualified workers that
matches the capabilities of employees and the needs for human resource irrespective of
caste, creed, color and religion.
The selection system also seem to abide by principles of human rights as employee
selection is based on meeting the requirement criteria through filling an online bio data form and
ensuring selection based on some algorithm (Bohlouli et al. 2017). This led to the selection of the
most suitable candidate without any discrimination based on the caste, creed, color or religion.
The final review is done via a board of hiring committee comprising of experienced and
qualified professionals based on their aptitude during the interview. This follows a standard and

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clear means of managing the recruitment. The process abides by human rights principles as it
seek to understand each candidate by being honest and open.
10. Other Ways in which R&S Process is evaluated positively or negatively
The other ways through which the R&S process can be evaluated is through allowing
candidates to design their own curriculum vitae (CV). When the organization opts for using CV
they essentially provide each of the candidate an opportunity of selling them at the best of
abilities. This is however not considered as a good practice as it provides applicants with an
opportunity of contaminating the CV. The attractively structured or presented CV might get
preference favoring over the ones who are better qualified even when it belongs to non-qualified
candidates.
This alternative method also proves to be ineffective as it allows the applicants in
promoting the stronger points and hiding the weakness and the things that might be a concern to
the organization. As the CV has the capacity of holding immense information so there are higher
scopes of them being untruthful. Thus, the validation might take longer than usual time thereby
negatively impacting the R&S system.
11. Recommendations for Improving the R&S Process
 To improve the R&S system at Google, the company should concentrate on how
passionate a candidate is with regard to their work. This helps in enhancing
productivity.
 The candidate must have leadership qualities and should not only be able to work
independently but also lead a team.

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 The candidate should be tested on their thought process and the ways in which they
tackle a problem.
Conclusion:
On a concluding note, it can be said that , recruitment and selection systems refers to the whole
process of recruitment that comprises of the procedure of attracting, selecting and appointing the
suitable candidates for jobs within organization either temporary or permanent. As far as
recruitment is concerned, Google hires and look for people who loves bigger challenges and are
suitable for the longer term.

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References:
Anderson, E (2014). How Google Picks New Employees. Retrieved from
https://www.forbes.com/sites/erikaandersen/2014/04/07/how-google-picks-new-
employees-hint-its-not-about-your-degree/
Bohlouli, M., Mittas, N., Kakarontzas, G., Theodosiou, T., Angelis, L., & Fathi, M. (2017).
Competence assessment as an expert system for human resource management: A
mathematical approach. Expert Systems with Applications, 70, 83-102.
Bolander, P., & Sandberg, J. (2013). How employee selection decisions are made in
practice. Organization Studies, 34(3), 285-311.
Chandrashekar, G., & Sahin, F. (2014). A survey on feature selection methods. Computers &
Electrical Engineering, 40(1), 16-28.
David, F., & David, F. R. (2016). Strategic management: A competitive advantage approach,
concepts and cases. Pearson–Prentice Hall.
DeVaro, J., & Morita, H. (2013). Internal promotion and external recruitment: A theoretical and
empirical analysis. Journal of Labor Economics, 31(2), 227-269.
Google, 2020. Retrieved from https://about.google/intl/en-GB/
Howard-Hassmann, R. E. (2018). Human rights and the search for community. Routledge.
kalibrr.com , 2020. Retrieve from
https://www.kalibrr.com/sites/default/files/featured_images/White_Paper_How_Google_
Hires_Their_Talent.pdf

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Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of
trustworthiness in recruitment and selection: A review and guide for future
research. Journal of Organizational Behavior, 34(S1), S104-S119.
Lum, K., & Johndrow, J. (2016). A statistical framework for fair predictive algorithms. arXiv
preprint arXiv:1610.08077.
Taherdoost, H. (2016). Validity and reliability of the research instrument; how to test the
validation of a questionnaire/survey in a research. How to Test the Validation of a
Questionnaire/Survey in a Research (August 10, 2016).
Tran, S. K. (2017). Google: a reflection of culture, leader, and management. International
Journal of Corporate Social Responsibility, 2(1), 10.
Tufekci, Z. (2015). Algorithmic harms beyond Facebook and Google: Emergent challenges of
computational agency. Colo. Tech. LJ, 13, 203.
Umoh, R (2016) .Top Google recruiter: Google uses this ‘shocking’ strategy to hire the best
employees. Retrieve d from https://www.cnbc.com/2018/01/10/google-uses-this-
shocking-strategy-to-hire-the-best-employees.html
Yaseen, Z. K., & Marwan, Y. (2016). The Influence of Social Media on Recruitment and
Selection Process in SMEs. Journal of Small Business and Entrepreneurship, 4(2), 21-27.