Google case study 101 PDF

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Google Case

 Is Google's elaborate recruitment and selection system justified What are appropriate criteria for assessing its effectiveness?  Google's detailed recruitment and selection system is justified because it opts for the best possible ways to recruit talented employees and provide the number of outstanding benefits and pay. In addition to that company focus on selecting the most capable person as they shortlist the most eligible candidates out of many applications. To assess its effectiveness, the significant measure could be to elaborate the system with suitable methods to select the skilful employees. The numerous things need to consider that candidates selected through these methods must possess all the qualities to need to perform in a job, such as intelligence, leadership and creativity that fits them in the company's culture. The system should also underline equal opportunity for all employees and comply with all the employment laws to be a successful system.

 Google receives over 3 000 000 applications for 7000 positions. Is this an effective approach? What is the cost, particularly the human cost associated with reviewing all of these applications How do you reduce the number of applicants to a reasonable number that can be run through the selection system?  From the profitability perspective, this is certifiably not a practical model. It costs plenty of human endeavours and a screening strategy that requires a ton of time and energy from the selection board. This technique has a moderately more significant expense as additional time, energy, and assets will be dispensed to assess every candidate and their application. For the most part, the human cost is identified with the screening of the applications, meeting every candidate. It results in plenty of labour hours and pays to these people.  Provide examples of how technology might be used to facilitate and improve the recruitment and selection used by Google.

 Technology can be a beneficial and innovative way to recruit and select employees. It cut down the possible time to shortlist candidates and choose the most qualified and appropriate among them. The company can use online platforms such as websites to acknowledge the people about the openings and walk-in interviews for various company positions. Moreover, through online tests assessing the employee's performance can be analysed, based on that, they would be provided with suitable monetary and non-monetary benefits. Similarly, for screening the candidates through an online test, interviews can be done through video conferencing to avoid extra cost or burden on company funds. All these things reflect that technology can be used effectively to make the selection and recruitment successful in hiring the best talent in the company.

 What criteria should Google use in selecting “team players”?  Following is a process to select team players: Firstly, there is an online application which must be done before all other things. After the pre-screening test then, they are allowed to send their application to the HR office. At this stage of the process, candidates' applications are differentiated by an automatic project according to the different positions. After passing the previous stage, then candidates can call HR. In the last, there is again an online test for candidates to check their abilities and skills according to the position.  Does “peer-based hiring" lead to better employees?  Yes, peer-based hiring leads to better employees. In this process of hiring workers, a company's focus is on the suitability of a person for a position in an organization. Candidates feel more comfortable presenting themselves in front of peers as compare to administrators. Employees feel free to disclose their data in this hiring cycle because peer interviews are more useful. In this process, candidates' skills on different scales can be measured by a worksheet that provides a clear view of peer and candidate assessment. A university mostly uses this cycle of hiring for selecting candidates....