In-Class Activity 3 PDF

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This is In-Class Activity 3 for Lorraine's HR class....

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Talent Management 1 Recruitment and Selection Case Study: Recruitment and Selection at Google Google is consistently ranked by fortune magazine as one of the best places to work. It provides employees with excellent pay and a series of perks that are unheard of at most corporations. Some of these perks are flex hours; bring your dog to work; casual dress; on-site free massage and yoga; free snacks, drinks and meals: and a child-care centre among many others. No wonder that Google receives close to 3 million job applications a year. To find the best talent, Google uses carefully selected strategies, methods and techniques. Google recruits at college and university campuses and through the Careers section of its website. Google is very selective, hiring only about 7000 of the 3 million applicants. Google uses different methods to select people for different jobs, but there are some common elements: preliminary screening, employment tests, interviews, and background checks. Google is looking for intelligence, creativity, leadership, and fit with the Google culture, as well as the role the person will play as part of Google. Hiring decisions are not made by managers but having a committee composed of peers make the decision, which is much like the process a university uses in hiring, promoting, and granting tenure to faculty, rather than hierarchical structures used in the industry. One can say that in many ways Google operates in the knowledge industry much like a university. Instructions: please watch the video about Google, if you haven’t already Questions: 1) Is Google’s elaborate recruitment and selection system justified? I think yes, it is justified because google is such a massive company with a very specific company culture. So, while their methods are elaborate, I think it ensures that the people they do end up hiring are those that align with the company and are likely to stay in it for a longer time. a. What are the appropriate criteria for assessing its effectiveness? Seeing how long it takes to fill the position as well as the cost to weeding through applicants are good assessments for whether the recruitment strategy is effective or not. Another assessment is whether the hired candidate ends up being a qualified fit for the job. 2) Google receives over 3,000,000 applications for 7000 positions. a. Is this an effective approach? I think that it isn’t exactly the best approach. Having that many applicants probably means that there isn’t enough specific information or vetting that would narrow down the amount of people applying. Having this many people apply to the same job, probably means that many of them aren’t even fit for the job and this could waste a lot of time.

Source: Schmidt, E. and Rosenberg, J. 2014 “How Google Works.” New York, NY; Grand Central Publishing

Talent Management 1 Recruitment and Selection b. What is the cost, particularly the human cost, associated with reviewing all of the applications? It must be extremely frustrating and stressful for the people having to review that many applications. There may be a time limit for needing to hire people and this makes that very difficult. There is also a chance that they get burnt out and end up not hiring the very best candidate for the job. c. How do you reduce the number of applicants to a reasonable number that can be run through the selection system? Having a lot of information in the job description is extremely important to reduce the number of people applying. If there were more specific requirements and qualifications, think it would mean that less people would apply. 3) Provide examples of how technology might be used to facilitate and improve the recruitment and selection used by Google They could use technology to vet or narrow down applications and resumes using key words and information that is necessary for success in the job. There is software available that will take information by the user and use that to weed through resumes then automatically set aside those that are obviously not the best options. 4) What criteria should Google use in selecting “team players” Google can tailor their interview questions to pick out potential employees that align with their strong company culture which includes being a team player. 5) Does “peer based hiring” lead to better employees? I think that it definitely could. The peers that are involved in the hiring are likely to be the people that the new employee will have to work with. Knowing them in advance could lead to a better and stronger relationship between coworkers which creates a more positive working environment that would encourage people to work better and harder.

Source: Schmidt, E. and Rosenberg, J. 2014 “How Google Works.” New York, NY; Grand Central Publishing...