Discuss about the Google’s Human Resource Management.
A recruitment process of an organisation includes various aspects such as attracting the potential candidates, selecting the best talent and appointing them to suitable jobs. The quality of effective recruitment and selection procedure is based on employee’s turnover, if the employee turnover is low, the strategy is effective. Selecting the right person for the right job can benefit a corporation financially and sustain their future development. There are several challenges faced by modern corporations while recruitment procedure such as balancing quality and speed, out-dated system, a high number of applications, retention challenges, and high costs. To achieve proper success, organisations are required to formulate policies according to their requirement to get the most out of recruitment process. This report will focus on challenges faced by Google while recruiting their employees. Further, the report analyses the demand, brand image and demographic problems faced by Google while recruiting. The report will recommend human resource management strategies to address such problems.
Google incorporation is an American international technology corporation which operates in the internet, software, and computer hardware industry. Google is a subsidiary of Alphabet Incorporation and its CEO is Sundar Pichai. The company had revenue of US$89.5 billion in 2016 financial year; the organisation has more than 72 thousand employees worldwide. The reason for selecting Google for this report is that the corporation is known for their effective HRM policies regarding their employees, they have won the best place to work award several times. Google focus on employing the best talent from around the world, the company has world’s largest budget for recruitment and selection. The corporation receives more than 2 million applications in one year and they hired around 0.2 to 0.4 percent applicants (Bock 2015).
The primary goal of Google while recruiting the employees is to select the most talented candidates (De Cieri & Kramar 2003). Google understands that employee is the essential element for the success of an organisation, therefore, they spend a large amount on recruitment budget and also provide a large number of benefits to their employees. The human recourses department of Google faces numerous challenges in their recruitment process (Kaur, Smyth & Williamson 2012).
Google is an international corporation and it selects its employees from worldwide locations; the company has more than 70 offices in around 40 countries. The organisational image of Google is positive due to actions were taken by them for the preservation of the environment and performing activities for the development of the society. Ryfe & Stalsbury (2012) provided that the company hires employees from online applications, universities or counseling firms. The company uses online advertisement, billboard and university newspapers to advertise their placement requirement. The corporation also receives applications from all over the world through their online website. Due to these reasons the company receive an overvaluing number of application form the potential candidates.
Google received more than two million job application in a year, from people all over the world. Other than online applications, Google uses various outreach programs to hire new talents. The human resources management faces difficulty in analysing all the applications and selecting the potential candidates. The time spent over analysing of candidate’s applications increases the time of recruitment as well, and interviews the employees from other countries is difficult as well (Hegghammer 2013).
The recruitment process of Google is significantly long; it can take about 6 to 8 weeks for a person to get selected for a post. According to Johnston & Marshall (2016), the demand for talented and hardworking programmers or coders who are innovative and curious is significantly high in Google. To select the best candidate for the job, Google analyses talent, coding ability, experience, education and knowledge of its candidates. A large number of applications received by the organisation is another problem since it takes time to analyse each application and selecting the potential ones. As per Armstrong & Taylor (2014), the HRM conducted various rounds of tests and interviews to anise the capabilities of candidates, which takes a long time. Many experienced or talented employees did not apply to Google due to long recruitment process, which is detrimental for the organisation.
In 2009, Google has more than 400 internal and external recruiters to ensure that potential candidates are selected in the company. The recruiters selected by Google are well-paid professionals who are experts in the recruitment process. Google has world’s largest recruitment budget, the corporation provides one recruitment staff member over 14 employees (Feloni 2016). The benefits provided by Google are significantly high as well which include unlimited sick leaves, free meals, free massage, on-site doctors, valet parking, day care centers, car wash and much more. These benefits attract a large number of candidates, but at the same time, it enhances the budget of Google’s recruitment process (Costen 2012).
The success of recruitment process is based upon the retention of employees, without employee’s retention, the process of recruitment failed. The overall turnover rate is high in software or computer hardware industry. Google faces demographic issues in retention procedure because their maximum employees are young millenniums, who do not prefer to work for an organisation for long. As per Searle (2009), the corporation required to provide their employees various incentives and a positive environment for them to stay at the organisation. Google provides a large number of benefits to their employees which are enough for small or medium level staff, but for top-level executive or talented management monetary benefits are not enough. In the software industry, the demand for talented programmers is high, corporations pay considerably high salaries and benefits to talented employees, which makes it difficult for HRM to retain employees (Rees & French 2016).
The competition of Google includes Multinational Corporation such as Microsoft, Apple, Amazon, and Facebook. These organisations provide high incentives to talented employees since the demand of talented programmers is high in the software industry. As per Ahmad & Schroeder (2002), for sustaining future development and succeeding in the industry, it is necessary that Google keep brilliant employees. Google has a large number of millennial employees who prefer to change corporations and does not stay in one company.
In modern times, most of the people prefer to work for an organisation with positive corporate culture rather than companies who pay more salary. As per Treweek et al. (2013), it is necessary for Google to establish a healthy cooperative culture for attraction and retention of talented employees. Google hire candidates from various countries, therefore, the company faces various diversity issues. The employees who came from foreign countries face difficulties while settling in the corporate culture of the organisation, which can adversely influence their work (Rudolph, Toomey & Baltes 2017).
Google has been successful in their recruitment process but still various challenges faced by them, as mentioned above. Following are the recommendation that Google can apply in their recruitment process reduce their challenges:
The company should also establish campaigns to find the most talented candidates globally. In campaigns, the candidates should compete with each other and the top contenders should be shortlisted for interviews (Holland & Jeske 2017).
While posting a job opening, Google can narrow down the requirement of candidates. For example, only candidates with a certain level of experience or certain qualification can apply for the job. This reduces the number of application which increases the recruitment process. Google can outsource their recruitment process which reduces the requirement of traveling by employees. Telephonic or video interview can also reduce the time of recruitment procedure (Lavigna & Hays 2004).
Conclusion
In conclusion, the recruitment and selection process is essential for the development of an organisation. Google faces various challenges in their recruitment process such as a large number of applications, long selection procedure, competition for other companies and high expenses. To avoid these challenges Google can adopt new strategies such as reducing the number of a recruiter, increasing the selection speed and setting criteria for candidate’s application. These policies can improve the recruitment procedure of Google benefit them in retaining talented employees.
References
Ahmad, S., & Schroeder, R. G. (2002). The importance of recruitment and selection process for sustainability of total quality management. International Journal of Quality & Reliability Management, 19(5), 540-550.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bock, L. (2015). Here’s Google’s secret to hiring the best people. Wired. Retrieved from < https://www.wired.com/2015/04/hire-like-google/ >
Costen, W. M. (2012). Recruitment and Selection. The Encyclopedia of Human Resource Management: Short Entries, 379-387.
De Cieri, H., & Kramar, R. (2003). Human resource management in Australia.
Feloni, R. (2016). Google’s HR boss explains the company’s 4 rules for hiring the best employees. Business Insider. Retrieved for < https://www.businessinsider.in/Googles-HR-boss-explains-the-companys-4-rules-for-hiring-the-best-employees/articleshow/51048044.cms >
Hegghammer, T. (2013). The recruiter’s dilemma: Signalling and rebel recruitment tactics. Journal of Peace Research, 50(1), 3-16.
Holland, P., & Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. In Electronic HRM in the Smart Era (pp. 287-309). Emerald Publishing Limited.
Johnston, M. W., & Marshall, G. W. (2016). Sales force management: Leadership, innovation, technology. Routledge.
Kaur, G., Smyth, R. L., & Williamson, P. (2012). Developing a survey of barriers and facilitators to recruitment in randomized controlled trials. Trials, 13(1), 218.
Lavigna, R. J., & Hays, S. W. (2004). Recruitment and selection of public workers: An international compendium of modern trends and practices. Personnel Administration, 33(3), 237-253.
Rees, G., & French, R. (Eds.). (2016). Leading, managing and developing people. Kogan Page Publishers.
Rudolph, C. W., Toomey, E. C., & Baltes, B. B. (2017). Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management. In The Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan UK.
Ryfe, D. M., & Stalsburg, B. (2012). The participation and recruitment challenge. Democracy in motion: Evaluating the practice and impact of deliberative civic engagement, 43-58.
Searle, R. (2009). Recruitment and selection. Human Resource Management, A Critical Approach, 151-168.
Treweek, S., Wilkie, E., Craigie, A. M., Caswell, S., Thompson, J., Steele, R. J., … & Anderson, A. S. (2013). Meeting the challenges of recruitment to multicentre, community-based, lifestyle-change trials: a case study of the BeWEL trial. Trials, 14(1), 436.
van Dijk, H., van Engen, M., & Paauwe, J. (2012). Reframing the business case for diversity: A values and virtues perspective. Journal of Business Ethics, 111(1), 73-84.
Whitaker, K. S. (2003). Principal role changes and influence on principal recruitment and selection: An international perspective. Journal of educational administration, 41(1), 37-54.
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