Google is one of the best companies that any individual would want to find their way into as one of the staff members. For that reason, the company heightened the standards of its hiring such that it is eight times harder to get a single chance to work with Google than it is to work with any other company globally. According to research, it is evident that the company’s new employee acceptance rate is approximately 0.67%, a significantly lower rate than that of Harvard, whose acceptance rate is at 5.2% (M Consulting, 2021). Like any other company worldwide, discovering a qualified staff is one of the most critical and thought-provoking choices Google must make.
Recruitment of employees at Google
Google has the best reselection procedure in the world allowing it to attract the most qualified candidates of technology-related vacancies. Google’s employee recruitment selection revolves around such processes as resume screening, on-site interviews, executive reviews, phone screening, and panel reviews.
Step 1: Resume screening
Recruiters go through a candidate’s CV to see whether they meet the company’s technical requirements, educational requirements, and work experience criteria. Producing a winning CV for Google is quite similar to writing a winning resume for a consulting firm, despite the fact that the hiring criteria vary by job and the particular employer (ElDeeb, 2021). There are three basic principles to follow while creating a resume: usually, Google recruiters look for three basics things including: 1) the candidate’s skills display: as a global technology company, Google seeks to locate such skills as leadership, excellent decision making and problem solving; 2) ability to make points that are result oriented and explicitly. For instance, “Lead a cross-functional team to transfer the client’s financial operations cost centers to a shared-services model, reducing overhead by 20% (or $2MN) for an online news media firm,”(Francis, 2018); and 3) efficiency in communication especially while interact with other at workplace.
Step 2: Phone screening
The recruiters at Google call the candidate to give them general overview of what will be expected of them at the actual phone screen session. Besides, the screening procedure depends on the candidate’s position application; hence determining the amount of time likely to be spent on individual screening by the recruiters; normally between 30-60minutes (Francis, 2018).
Step 3: On-site interviews
Ones the candidate passes the two screening, he/she is scheduled for on-site interview. Google uses this type of recruitment technique to ascertain the candidate’s confidence at the site and also the assessment of the candidate’s both sides. At Google, the on-site interview session takes up to 45minutes (Google, 2022).
Step 4: Hiring committee reviews
At this stage, job seekers have alternatives. Some may prefer go direct to the hiring committee while others choose to be matched with a team. Therefore, in the next level, you will have to talk to the managers concerning the team you have chosen to join and the work to be done by the team members. When the team shows interest in joining you, the hiring committee in the company and your recruiter will be informed.
Step 5: The executive reviews
The recruiting committee shall have a meeting and after that, an execution makes the final approval. In a company, a Google executive has to review all the made offers done by recruiting committee before applicants receive any form of offers.
The work of remuneration committee is make an overal decision on an offer compensation. As soon as the results are out, your recruiter informs you of the good news and hence takes you through the offer’s specifics.
Selection process at Google
One of the most significant procedures of employee selection at Google is by employment branding. Google uses employment branding to get the best brains from labour market. According to Francis (2018), Google brand their employment vacancy to ensure that they get most talent, ambitious and highly competent candidates in the world. Moreover, the company’s declaration to provide good employee-employer relationship is another important selection factor.
There is no doubt that Google is the world’s finest employer when it comes to staffing. Google has a long history of attracting the finest of the best via a variety of unconventional methods. There are a number of ways to do this. Because of Google’s strong brand, some of the world’s brightest minds have found their way to the company (Francis, 2018). With the various privileges and benefits that Google workers enjoy, as well as their high wages, Google has become one of the most sought-after organizations in the world for both men and women.
Despite the fact that the work and duties at Google are not simple, the stock options incentive is a crucial motivator of retention and acquisition of the top people. According to reports in 2007, Google had an employee turnover rate of less than 5%. This was an incredible achievement. It was hard for people to quit the organization because of the great rewards and amenities it provides. In addition, Google’s innovative tactics to recruiting and retaining people stood out. When it came to taking care of its workers, employees said that money was never a problem at Google (Francis, 2018).
One of the keys to getting a job at Google is to think of yourself as a “engineer.” So it seems that Google is looking for highly quantitative and analytical people who are also capable of handling a lot of data at the same time. Code authoring, insightful analysis of case studies and cognitive teasers, and solving algorithmic challenges on the fly are just some of the skills a candidate must display during interviews (ElDeeb, 2021). Applicants should be able to produce something useful out of nothing, which is what Google is looking for
Google’s onboarding and training
With their focus on achieving the best out of their employees, Google has the best onboarding program and companies of its type. Having used a notoriously rigorous recruitment process to harness the best from the labor market, the company must implement an onboarding program that yields the highest potential of the employees.
First, the company employed in-person training, especially before the pandemic outbreak. This type of onboarding is critical for Google because it has top secrets that no new employee can understand unless they have undergone at least two-week training (Francis, 2018). During the training, recruits are taken through the organizational structure, programming practices, and core technologies. Moreover, the new Googler and Nooglers would also be taken through their culture and traditions through experience shared with their seniors.
Another way Google accomplishes the onboarding process for their new employees is by conducting on-the-job training. As the recruit, especially the software engineers get used to the company processes, they are assigned beginners’ projects known as “starter projects,” (Buttenham, 2020). The projects usually take two weeks to complete and play a significant role in identifying individuals who specialize in specific fields. The company is always keen on the kind of projects assigned to the starts to have the most negligible influence and risk on its processes.
The onboarding and training process for new employees at Google can also be achieved through mentorship programs. Every new Noogler and Googler is assigned to a mentor, usually a senior member of the company and works in the same area as the mentee. Within three months, the mentor gives guidance to the new employee to help him get used to all roles assigned to him (Mulholland, 2022). With such an onboarding program, Google ensures enabling working environment for all new employees who mostly likely adapts to the conditions efficiently.
Lastly, after the Nooglers graduate to Googlers, they are required to check in with weekly snippets describing all training activities undertaken during the week. Besides, the company has quarterly checks on the new employees through self-assessments and set goals known as Objectives and Key Results. Such quarterly self-assessments are based on the initial employee goals established during the orientation lectures (Buttenham, 2020). For instance, employees can commit to achieving 70% of what they set out to execute in the company.
In conclusion, the employees of a company represent the overall company, and hence its performance. It is in the company’s best interest to put all the necessary measures to ensure that the recruitment process is thoroughly executed. Therefore, Google’s efforts to heighten their hiring requirements are to the best interest of the company’s performance. Besides, Goodle practices high level training techniques to its new employee not only make them understand the processes and organizational structures but also to motivate them through enabling working environment.
References
Buttenham, C. (2020, August 11). Eight things Google does to onboard their new hires. Sign In. https://obie.ai/blog/eight-things-google-does-to-onboard-their-new-hires/
ElDeeb. (2021, December 26). 3 steps to hassle-free employee Onboarding in Google workspace. GAT for Enterprise. https://gatlabs.com/blogpost/automate-employee-onboarding-in-google-workspace/
Francis, A. (2018, July 23). Case study: Google’s recruitment and selection process. MBA Knowledge Base. https://www.mbaknol.com/management-case-studies/case-study-googles-recruitment-and-selection-process/
Google. (2022). How We Hire. Build for Everyone – Google Careers. https://careers.google.com/how-we-hire/
M Consulting. (2021, March 29). Google interview process & questions (2021) | MConsulting prep. MConsultingPrep. https://mconsultingprep.com/google-interview-process-questions/
Mulholland, B. (2022, January 28). Why Google’s Onboarding process works 25% better than everyone else’s. Process Street. https://www.process.st/onboarding-process/
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