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).