A REPORT

On
RECRUITMENT And SELECTION
IN GOOGLE

By

Sai Prem - 20FMUCHH010178

Vaseem - 20FMUCHH010335
Badrish - 20FMUCHH010355
Mahitha - 20FMUCHH010703
Haswanth- 20FMUCHH010788
Sreya Reddy-20FMUCHH011030

ICFAI BUSINESS SCHOOL

A report submitted in partial fulfillment

Of
The requirements of BBA Program of
IBS Hyderabad
 Distribution list :

Chetna Priyadarshini (faculty)

Date of Submission - 22 November 2022

Authorization:
“The report is submitted as partial fulfillment of the requirement of
BBA program of IBS Hyderabad”

Acknowledgements:
We would like to take this opportunity to express my sincere gratitude
to our faculty Abhishek Sinha for his endless guidance, support and
cooperation without which this report would not have been possible. We
also want to thank jay who have helped us a lot with his ideas and
suggestions

Executive Summary :
The main objective of this report is to give some light on recruitment process
and strategies that are followed in Google

Introduction to the company :

Google LLC is an American multinational technology company focusing on
search engine technology, online advertising, cloud computing, computer software,
quantum computing, e-commerce, artificial intelligence, and consumer electronics.
It has been referred to as "the most powerful company in the world" and one of the
world's most valuable brands due to its market dominance, data collection, and
technological advantages in the area of artificial intelligence. Its parent company
Alphabet is considered one of the Big Five American information technology
companies, alongside Amazon, Apple, Meta, and Microsoft.

Google was founded on September 4, 1998, by Larry Page and Sergey Brin while
they were PhD students at Stanford University in California. Together they own
about 14% of its publicly listed shares and control 56% of the stockholder voting
power through super-voting stock. The company went public via an initial public
offering (IPO) in 2004. In 2015, Google was reorganized as a wholly owned
subsidiary of Alphabet Inc. Google is Alphabet's largest subsidiary and is a holding
company for Alphabet's Internet properties and interests. Sundar Pichai was
appointed CEO of Google on October 24, 2015, replacing Larry Page, who became
the CEO of Alphabet. On December 3, 2019, Pichai also became the CEO of
Alphabet

At the end of 2021, Alphabet (Google’s parent company) had 156,500 full-time
employees. Up until 2015, these figures were reported as Google employees. The
alphabet was created through a corporate restructuring of Google in October 2015
and became the parent company of Google as well as several of its former
subsidiaries, including Calico, X, CapitalG and Sidewalk Labs.

Google’s popularity

Google is one of the most famous internet companies in the world, and in June
2021, the most visited multi-platform website in the United States, with over 270
million U.S. unique visitors during that month alone. The California-based
multinational internet company has been delivering digital products and services
since its creation in 1996. Due to the popularity of its search engine, the verb “to
google” has entered the everyday language and the Oxford Dictionary. In addition
to that, the company has also crafted itself as one of the most desirable employers,
largely due to the many perks it offers in its offices worldwide. Some of the most
appealing aspects of working for Google according to its employees include
readily available foods and drinks, good working conditions, and ample communal
spaces for relaxing, as well as many health benefits and generous salaries.
Google offices and employees

As of February 2022, Google and Alphabet had more than 70 offices in over 50
countries around the globe, including Germany, the Czech Republic, Finland,
Canada, Mexico, Turkey, and New Zealand. The company’s headquarters, also
known as “the Googleplex,” are located in Mountain View, California, while other
office locations in American states include New York, Georgia, Texas, Washington
D.C., and Massachusetts. As Alphabet, the company employs a total of almost 135
thousand full-time staff, in addition to many other temporary and internship
positions. Per the most recent diversity report published in July 2021, most Google
employees were male and only 34 percent were female – a figure that has barely
changed since the company started reporting on the diversity of its employees in
2016. Furthermore, as of 2021, women occupied only 28.1 percent of leadership
positions and 24.6 percent of tech positions. Although Google has regularly stated
that the company is committed to promoting ethnic diversity among its personnel,
some 54.4 percent of its U.S. employees are White and only 3.3 percent of
employees are Black.
Human resource planning in google :

Forecasting : Human resource managers at google use trend analysis and

scenario analysis for forecasting . Trend analysis is a quantitative technique
that allows the company to predict possible HR demand based on current
conditions and changes in the business.

Scenario Analysis is google’s qualitative technique for forecasting HR

demand. Scenario analysis involves analyzing different combinations of
variables to predict HR demand for each resulting scenario. In this way,
google uses a combination of quantitative and qualitative techniques for
forecasting HR demand

Supply and shortage of employees : Concerns about surplus or shortage of

employees at google are mostly in the production processes, such as the
manufacturer of chromecast and the production of the google fiber internet and
cable television service , In developing and providing web-based and software
products , human resource surplus and shortage are not a significant concern. For
production processes, Google ‘s human resource management identifies possible
surpluses and shortages through forecasting techniques. Such information is used
for recruitment and scheduling

Recruitment :
According to E. B. Flippo,
•“ Recruitment is the process of searching for candidates for employment and
stimulating them to apply for jobs in the organization.”
•The process of searching for potential candidates and stimulating them to apply
for jobs in the organization
•It involves attracting and obtaining as many applications as possible from eligible
job seekers..
•The process generates a pool of applications from which new employees are
selected.
•It is also the process to find the sources of manpower to meet the requirement of
staffing schedule.
•It is the linking activity- bringing together those with jobs to fill and those seeking
jobs.
Recruitment in Google :
The whole world thinks that google has some great marketing strategy
but the fact is there is no formal well communicated recruitment strategy
. These things just randomly occur . If you talk to the recruiters or hiring
managers of google , no one will be able to eloquently explain the
strategy and how google is so different from other companies in hiring
talent

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
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 : Basically selection is the process by which by which

candidates of employment are divided into 2 classes those who will be
offered employment and those who will be not offered employment

While the process may differ slightly for different roles or teams, the same basics
apply whether you’re applying for a tech job or a marketing job, an internship or a
leadership position. Not all of these may apply for your role, but here are some of
the ways we assess candidates in our hiring process:

Online assessments: Candidates may be asked to do a brief online assessment,

like a coding quiz, after you’ve submitted your resume.

Short virtual chats: Before diving into more in-depth interviews, they’ll
typically have one or two shorter conversations over phone or video. These will
usually be with a recruiter and then with either the hiring manager or peer on the
team, and are designed to assess key skills you’ll need for the role.

Project work: Company sometimes ask candidates to complete a small project

prior to their in-depth interviews. This could range from prepping a case study to
providing writing or code samples , and helps us understand how you think and
approach problems. They’ll let you know about any additional materials we’ll need
early on.

In-depth interviews: Recruiters get excited about interviewing and take it

seriously because, at the risk of sounding cliché, Google is what Googlers make it.
The process can be rigorous (typically 3-4 interviews in one day, either over video
or in person), but it’s also meant to be friendly, warm, and gives you the
opportunity to get to know us better too. They're guided by the goal of creating an
equitable and inclusive experience where candidates from a wide variety of
backgrounds have an opportunity to succeed.

In the end, they want above all to assess your skills and see if you and this role are
a match (there aren’t any brain teasers, and who knows, you might even have some
fun). So we conduct our interviews using these guiding lights:

● Structured interviewing: Every candidate is assessed using clear rubrics,

and we use those rubrics for all folks being considered for that role, so that
everyone is evaluated from the same perspective, allowing their
distinctiveness to emerge.
● Open-ended questions: they ask open-ended questions to learn how you
solve problems. We want to understand how your mind works, how you
interact with a team, and what your strengths are.

Conclusion : Selecting the right employee is an important goal for the

recruitment team and establishing the correct process can enhance the experience
of the Candidate, Interviewer, Hiring Manager and the HR Department. It can also
help increase the effectiveness of your business.

The whole recruiting process is already being altered by technology. Everything is

being digitized, from shortlisting resumes to conducting interviews to employee
onboarding.

HR professionals should ensure that they follow the correct Recruitment and
Selection processes and attract the best workforce for their organization.