Recruitment and Selection Issues at Google

Running head: RECRUITMEN AND SELECTION
RECRUITMEN AND SELECTION
Name of Student
Name of University
Author’s Note

1RECRUITMEN AND SELECTION
Memo
To: Google Management
From:
Cc: All Head of Departments
Date:
Re: Recruitment and Selection
Keys issues attempting to change
Dear Management team of Google,
Thank you for choosing me for evaluation of your newly implemented selection
system. I have been through the changes that have been undertaken for the recruitment process of
candidates, after evaluating the process entirely, I have analyzed some issues that have appeared
in the new system. Usually the recruitment process of Google meets a specific critical term; it
generally aligns with the line functions of the organization like marketing and finance (Bandiera,
Maniate & Hanson, 2015). The recruitment process should be the one that must be able to
promote the achievement of objectives of the organization which has been incorporated in the
strategy of Google. The recruitment process needs to be updated based on the changes in its
external and internal environment of the organization. Google had undergone few changes in its
recruitment process; this process had effects on their present employees and the working
environment of the organization. The issues are mentioned below

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1. Long and hard interview process: most of the applicants who receive the
invitation for the interview needs to spend 4-6 weeks long intense as well as
multi-meeting interview process. The hiring manager and the team do not take
decisions regarding the selection of an employee (Bermúdez & Cordero, 2017).
According to various experiences, candidates have claimed that the information
related to the interview is sent to the hiring committee for deciding if the person is
fit for the organization. Employees might be asked to carry out a project.
Some applicants have claimed to work more than 70 hours for fulfilling
the project just to get rejected without any proper feedback on the project that had
been submitted. This process might be continued for several times until the
candidate is hired. This creates huge problem for the candidates, they are tortured
to a great extent before they are hired and it is continued for a long time (Finch,
Peacock & Levallet, 2016). This brings about dissatisfaction among aspiring
employees; they have a fear in themselves that if they are worn out before getting
hired, they might face huge pressure after they get hired. They are provided to
perform a project even before they are hired and before they are provided with
any training.
2. Failure to attract talented employees: in the market that is candidate-driven in
nature, candidates get approached by numerous recruiters, hence it is very
difficult for the recruiters to attract the talented candidates for their organization
especially the ones which need highly qualified employees like Google (Flynn &
Bauder, 2015). The top candidates who have been pitched by the organization
might not be present around when the organization plans to extend the recruitment

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process for some more days. Delay faced in the recruitment process of Google,
kills the entire recruitment process which makes them lose candidates who are
talented (Forrest, Lachowsky & Lal, 2016). Reducing the time consumed in hiring
also becomes a tough task for the organization because Google requires highly
talented candidates and the organization is juggling with numerous candidates in
parallel manner and the interviews take a lot of time for setting up.
3. Ghosting: in the phenomena of ghosting candidates appear for few rounds of
selection process and in case they are selected for the next rounds, they do not
appear on them because they have been pressurized too much in the previous
interviews (Gibbs, MacDonald & MacKay, 2015). Sometimes candidates get
selected but do not join the job because of the fear of nit maintaining the level of
intelligence throughout, because working in Google is all about working with
highly intelligent minds and they also need to maintain the level. This becomes
difficult for fresher candidates who have just completed their graduation.
The goals of implementing the change in recruitment process are as follows
 They aim in selecting people who have the ability to learn from their mistakes and
take challenges seriously, they aim in selecting people that are knowledgeable and
smarter than most of the people.
 They aim in recruiting people who would be able to add value to the company as
well as its culture.
 To recruit people to who have the ability to complete their job effectively.
 Selecting people who are enthusiastic, proactive and self- staring.