Google’s success is based on its high quality human resources. The company generally emphasizes smartness and excellence among its employees. Google’s human resource management also includes carefully selected strategies, methods, and techniques for recruitment and selection, and for the retention of high quality workers. The firm’s recruitment practices and selection process ensure an adequate workforce. The retention programs at Google are designed to retain excellent employees. These programs also attract employees to the firm. The company is now one of the best places to work. This popularity and positive perception indicates the success of the firm’s human resource management in recruitment, selection, and employee retention.
This article is part of a series on Google’s human resource management:
- Google’s HRM: HR Planning, Job Analysis & Design
- Google’s HRM: Recruitment, Selection, Retention
- Google’s HRM: Training, Performance Management
- Google’s HRM: Compensation, Career Development
Google’s Recruitment Practices
Sources. Google’s human resource management uses a mixture of internal and external recruitment sources to maintain the adequacy of its human resources. The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs.
Methods. Considering the combination of internal and external recruitment sources, Google uses indirect methods and direct methods of recruitment. The indirect methods are more significant to the company. These indirect methods include advertisements on the company’s website. However, Google’s human resource management also uses direct methods in the form of contacts with potential interns and future employees through academic institutions. This combination of direct and indirect recruitment methods is aligned with the mixture of internal and external recruitment sources to satisfy Google’s human resource requirements.
Selection Process at Google
The most significant criteria used in Google’s human resource management for the selection of applicants are smartness, creativity, drive for excellence, and alignment with the organization. The company does not use work experience as a major criterion for selection. These criteria are based on the firm’s goal of maximizing innovation to support its broad differentiation strategy.
There are different processes used for the selection of applicants at Google. However, in general, the company’s selection process involves background checks, preliminary screening, on-the-job tests, and interviews. Google’s human resource management uses different procedures and steps for the various positions in the organization. For instance, on-the-job tests are generally used for positions that are more frequently filled through absorption of interns and trainees.
Google’s Employee Retention Programs
Google’s compensation packages are the main HRM tool that the company uses for retaining high-quality human resources. The company’s compensation packages are competitive and above average. For example, Google provides high salaries and wages. In addition, employees get free meals and other incentives and benefits. The typical design of the company’s offices emphasizes fun and creativity, which attract and retain creative and innovative workers. Google’s human resource management uses coaching and mentoring to retain and develop employees with leadership potential.
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