Comparing Google And Microsoft's Hiring Policy - An Essay.

Hiring Policy of Google and Microsoft staff selection: Education

Discuss about the Hiring Policy of Google and Microsoft.

Google and Microsoft are well known companies in the world. Google is an American multinational company that offers internet related services and products and also considers online advertising technologies and cloud computing.  Google was established in 1998 by Larry Page and Sergey Brin. Microsoft is also an American multinational company with headquarter in Redmond, Washington. The company develops, manufactures and sells computer software and personal computers. The company was established in 1975 by Paul Allen and Bill Gates. So, in this report, the discussion will be made on Google and Microsoft.

Google

Google focuses on education and the selection process of the company is tough and they are very selective at the time of conducting recruitment process.  The eligibility criteria for Google is that

• The candidate should achieve more than 60 % in 10th and also in 12th.
• There should be minimum 65 percent marks secured in graduation and in post-graduation.
• There should be no current backlogs.
• Only 1-year gap is allowed in education ( no Gap in education is preferred )
• The Candidate should have good communication skill.
• The candidate should have good programming skill.
• Also, the candidate should have a vast knowledge of software as well as hardware.

The selection process of the company:

• Written Tests
• Group discussions
• Technical interview
• interview

Written test also consist of the questions related to Java and C+ language (Truxillo et al., 2015).

Microsoft

The education criteria of the company is that

• International graduates and interns are hired for the post of software engineer but they should have proper knowledge of software and hardware. Computer science candidates are more preferred in this industry.
• The company also offers scholarship programs for the students who enrolled in the four-year undergraduate degree program.
• It is important that candidate should be a graduate. If the candidates who apply for the job has completed the 12 months then they can also apply for other positions.
• If a candidate wants to apply for engineering position than it is important to have Computer science degree.
• Candidate should have good communication skill and should be smart to manage the activities.
• Minimum 60% should be there in 10th, 12th and B.tech.
• No backlogs and no more than the two-year academic gap.

Selection Process

The written exam is conducted in which there are 3 coding question and time given is 75 minutes. Coding section of the paper consists of questions from graphs, strings, and arrays. The pattern of the examination keeps on changing and the candidates who qualify the exam will be selected for face to face interview (Adekola and Sergi, 2016).

Google

It is seen that the primary reason why employees remain in the company is not money but for the quality of their team. Google retains its employees by providing quality of workspace. Google has a good screening process.  The company focuses on offering good working environment so that pool of talent can be retained (Barak, 2016). Google offers learning training to the employees so that satisfaction level of the customers can be enhanced. Through learning training, the overall productivity enhances.

Microsoft

To retain the employees in the organization it is seen that Microsoft offers various benefits like child care benefits and health benefits. The company also takes into consideration effective strategies like giving motivation and training to its employees so that they can conduct the activities easily and with a positive attitude (David, 2015).  Also, the company offers incentive according to the overall performance of the employees.

 Microsoft also focuses on making the environment of the company good so that communication process can be effective between the employees of the organization (Cao et al., 2015). Employees share their ideas and views with top management that helps the organization to grow and also employee feel good and happy with the environment of the organization.

Retaining staff

Google

The human resource management team of the organization takes into consideration effective training programs so that capability of human resource can be maximized. The organization uses appropriate analysis to design the training programs so that innovative workforce can be created (Ford, 2014). Google's human resource management takes into consideration various types of need analysis like organizational analysis, work analysis and cost-effective analysis. The organizational analysis evaluates the human needs based on the present condition of the organization (Duhigg, 2016).

For instance:  To develop new products the company conducts organizational analysis to determine the requirements of human resource.  Work analysis also determines the specific needs so that work tasks can be fulfilled. Google implement work analysis on new jobs or at the time of organizational restructuring.  The cost-benefit analysis determines the training programs and operations.  Google HRM objective is to increase the benefits by taking into consideration training programs. Google consider relational model and the results-oriented approach for training program design. 

The company tries to maintain positive relations so that innovative processes can be boosted. The human resource management gives training programs in many ways through discussions and on the job training. Discussions help to maintain proper communication among the employees. On the job training also helps to increase the transfer of knowledge to the new employees (Osburn et al., 2015).

Interviews

At the time of recruitment, the company conducts the round of final interview. In the final face to face interview, in which the manager explains the activities and rules of the organization. 

Microsoft

Microsoft gives training to its employees by taking into consideration various types of training programs. Like on-demand online training, find on-demand training and classroom training is given. Microsoft training offers employees with the skills they require to conduct in the organization.  To support the growth of the business and to meet the learning requirement of the employees the diverse range of learning and job opportunity is given to the workers of Microsoft.

The company offers frequent job promotions and also coaching on career development through making a connection with the managers. Training is also given to the managers so that skills can be enhanced through coaching and mentoring. Employee orientation also takes place that helps to value the culture of the organization (Sundstrom et al., 2016).

The interview process in Microsoft

First round is telephonic interview in which candidate introduces himself and he is asked questions related to C+ and Java.  Then next round is related to the introduction and also there are technical questions that are asked from the candidates. Microsoft also provides lunch to all the candidates (Wild et al., 2014).  Next round is design round in which experience is asked and also problems are given that should be solved. The questions are related to the queries of the customers. The final round is with the director of the company in which the questions related to career goals. In this round final decision is told to the candidate about selection (Gamble and Thompson, 2014).

Training and Interviews

Google and Microsoft are two big companies and its products and services are also availed by majority of people. Google does not focus on operating systems but their famous product is their search engine (Radinsky et al., 2014).  It is seen that companies have different models like Microsoft earn profits from the sale of software and Google is earning profits through advertising.  So it can be said that Google is selling a service and Microsoft is selling a product (Kniaz et al., 2018).

 Google focuses on democratizing information and Microsoft is related to the business of democratizing technology. Google is a radical innovator, that create whole new cloud-based infrastructure and Microsoft is a platform company that focuses on creating ecosystems around them so that profits can be enhanced.

It is seen that people choose Google over Microsoft in many terms. If incentives and salary are considered then it is seen that google offer attractive packages to its employees and other benefits are given. If the working pattern is analyzed in Google, it is seen that employees who join the organization work with diverse and modern technology as compared to the employees who join Microsoft (Hong, 2015). Working at Microsoft over Goggle also means that working in the organization where the opportunities are less. The working environment of Google is also good as compared to Microsoft as it is seen there are many benefits offered to the customers from laundry to child care services (Bodzin et al., 2014).In terms of service and product, it is seen that Google has a large number of a customer as compared to Microsoft and also effective services are offered that enhances the satisfaction level of the customers (Körner et al., 2015).

So, it is recommended that to sustain in the market it is important for the organization to offer effective services and products in the market. Microsoft should focus on diversification of its product portfolio so that large audience can be attracted.  For example: Google offers   Google Maps and Google Earth. So, it is important for the company to focus on product diversification. Google should also focus on capitalizing on its diverse initiatives by its core competencies. This will help to enhance the overall market share. Google should hire more employees so that activities can be conducted smoothly and also attractive services should be given so that goodwill can be maintained in the market.

Comparison between Google and Microsoft

In the recent scenario, Microsoft should emphasize on competition and new areas for achieving growth. The major strength of the company is windows platform and Microsoft office.  The smartphone technology can help to generate more opportunities. It is seen that the major threat is from Google. Only new and innovative products can help the company to enhance its growth in the market. It is seen it is important to be successful in the market so that profits can also be enhanced easily.

Conclusion

By analyzing the report it is concluded that Google and Microsoft is one of the largest Multinational companies. It is important for them to grow in the market so that profits can be enhanced. In the first phase of the report, the discussion is made on the education and retaining staff of Google and Microsoft. In the next phase, training and comparison are discussed of both the companies. In the last phase why people choose Google over Microsoft is explained and also recommendations are made.

 By analyzing all the factors it is seen that both the companies should focus on innovating products and services so that large market share can be grabbed easily. If the large market share is achieved then it can be easy to attain overall goals and objectives.

So, it is analyzed that Google should simplify the process of selection so that candidates can give the interview and also training should be given by appointing each manager under one employee so that it can be easy for the company to enhance the overall satisfaction level. I will prefer to join Google as the benefits given to the employees are attractive.

For instance: Laundry service, residential service and also taking care of children are offered by the company. The working environment is also good and employees of the organization are supportive and helpful. So, I will prefer Google as compared to Microsoft as training and benefits are less as compared to Google.

References

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Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

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Cao, Z., Huo, B., Li, Y. and Zhao, X., 2015. The impact of organizational culture on supply chain integration: a contingency and configuration approach. Supply Chain Management: An International Journal, 20(1), pp.24-41.

David, H., 2015. Why are there still so many jobs? The history and future of workplace automation. Journal of Economic Perspectives, 29(3), pp.3-30.

Duhigg, C., 2016. What Google learned from its quest to build the perfect team. The New York Times Magazine, 26, p.2016.

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Kniaz, R., Sharma, A., Chen, K. and Mardanbeigi, S., Google LLC, 2018. Secure and extensible pay per action online advertising. U.S. Patent 9,898,627.

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Osburn, H.K., Hatcher, J.M. and Zongrone, B.M., 2015. Training and development for organizational planning skills. The Psychology of Planning in Organizations: Research and Applications, 334.

Radinsky, K., Varshavsky, R., Stokes, J.W., Holostov, V. and Schaefer, E., Microsoft Corp, 2014. Realtime multiple engine selection and combining. U.S. Patent 8,869,277.

Sundstrom, E.D., Lounsbury, J.W., Gibson, L.W. and Huang, J.L., 2016. Personality traits and career satisfaction in training and development occupations: Toward a distinctive T&D personality profile. Human Resource Development Quarterly, 27(1), pp.13-40.

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