Human Resources In Google Organization: Key Messages, Recruitment Process, And Challenges

Key messages about Google as an organisation and as an employer

Discuss about the Human Resources in Google Organisation.

Google success is mainly based on the higher quality of the services with the best resources possible. The company works on the smartness and the excellence among the employees. This will include all the strategies, methods and the techniques that are essential for the proper recruitment and the selection. (Antony et al., 2016). Google's HRM works with the mixture of the internal and the external recruitment to handle the adequacy of the human resources with the use of promotion, transfer, and the trainees. The company has focused on the different potential interns with the combinations of the direct and indirect recruitment methods so that the employees can easily map their capabilities.

As an organization, Google emphasizes on creating a supportive and fun work-environment for its employees so that they enjoy working there. The broad differentiation strategy with the selection of the applicants is based on the smartness, creativity, and the drive for excellence to mainly align with the organization. The different processes involve the background checks, with preliminary screening and the on-job tests with interviews. The retention plan is also for the different procedures where there are better compensation packages for retaining the high-quality employees. As an organization, Google also tries to provide other incentives and the benefits for the fun and creativity with retaining the innovative workers. (Almeida et al., 2017). The use of the coaching, mentoring programs are for the development with the better potential of leadership. Employees can bring their children to work sometimes to give them a trip around the campus. Google has a childcare program on its campus for all the moms and dads working at the Google. That's not it! There are other incentives for the female employees who are expecting a child as getting a maternity leave with 75% of their salary paid to them during the leave.

As an employee, it is seen that Google can give high marks on the Pay Scale with the employee survey in the different areas like the satisfaction of the job, meaning, and the compensation. The company works with the research and experimentation that will help Google to hire the exceptional people with the best team possible at a better hiring. (Hunter et al., 2017).

The following key points can be identified about Google as an organisation and as an employee from the video –

• Fast Responses
• Things happen fast
• Employees can make big impact while working at Google
• Engineers get 20% time to work on their own project
• Free snacks
• Gym
• 75% pay during maternity leave
• Start-up spirit

Google as an employee

The retaining of the employees at Google is one of the core operations where the technological capabilities, innovation, and the efficient HR helps in bringing a change with success and fame. This differs its employees where the favorable approach is the ability to experience and hire the smart people. The innovative and the employee friendly culture is for the passion with innovation, efficient leadership that empowers and strive for the better environment of trust. It is quite common for any company nowadays to make videos like this to attract suitable candidates for hiring them into their companies. Assessing the video through HRM theory, the video consists of personal examples and opinions of the employees working at Google so that a connection from the target audience can be made. People are more likely to get attracted to an organization if they can hear or learn about the benefits and perks of joining the organization from its current or previous employees itself (Jeske et al., 2016). It was, therefore, an impeccable move by the HR of Google to ask one of its employees to narrate and host the video. The video doesn't just focus on giving a tour of either the workplace only or the leisure places around the campuses. It shows the audience both so that candidates of all tastes and preferences can connect to it. The Google Recruitment video takes time to introduce the viewers to all the major perks and benefits of joining Google by providing personal examples and running shots of the campus simultaneously.

According to Russell & Brannan, 2016, it is clear from the video about the type of candidates or potential engineers, the management of Google wants to attract, and thus reducing the task of recruiting the right candidate. The most striking part of the video is the way it tells everyone about the benefits and perks of joining the company in casual conversations which help in arousing the interest of viewers in a unique manner without even making them realize about it. HRM of the company does a brilliant job in keeping the tone of the video causal and fun so that more and more candidates of new generation especially get attracted to it and consider Google as their workplace of choice. It is a perfect video showcasing the company's workplace, environment, employees, and benefits of working there along with the incentives they receive. (Johnson et al., 2016).

Incorporate HRM theory for how effective the video is in attracting the right candidates

Some of the major challenges are studied in detail below –

1. Balancing Speed and Quality – maintaining the speed of hiring with the quality of that hire. The management today wants to hire people quickly but also seeks to ensure the quality of a candidate. This requires some time (Srivastava et al., 2016). It is therefore very essential to employ some time to choose the correct and deserving candidates for the betterment of the organization.
2. Obsolete recruitment tactics – The management of most of the organisations today employ the recruitment strategies or policies which are continuing from the 80s. It is a critical demand of the hour to incorporate newer and better tactics in the recruitment process to keep up with the modern times and market. As per the forms, there is a demand for candidates with varied skill sets in today's industry (of any kind), and the recruitment process of the organization, therefore, needs to be designed in a manner to test them appropriately.
3. Competition from Start-ups - The business ecosphere today is drenched with funding. Stories of start-ups acquiring abundant funding are heard almost every day now. And while these are great news for job seekers, they are bad news for large, established organizations. Large businesses are finding the competition from the attractiveness and successes of start-ups very difficult (Russell et al., 2016). A major plus point in favor of start-ups is excitement. Startup ecosystems are mostly fun, with ultra-cool, swanky offices and flexible working hours. A large organization finds matching these kinds of situation a very tough task.
4. Lack of expert recruiters in Future – The candidates applying for jobs in modern days have become more demanding and bold. Due to the emergence of the trends of well-funded start-ups and self-employment, large organizations find themselves in a vulnerable position, and the candidates are well-versed with the fact. It is becoming increasingly difficult to negotiate with them, therefore. The lack of effective recruiters with excellent negotiation skills has increased the dilemma by multiple times. It is estimated that the quality of recruiters will continue to decrease in future which means the candidates will hold an upper hand when applying to join a company or an organization.

The success of Google is based on the better culture and its work environment, where HR has been able to bring a change in the organizational design as well. The recruitment and the staffing at Google depend on the talent and the requirement. (Vinayaka et al., 2017). The culture plays a major role in the applicants directing only towards productivity. The technology is set to the higher turnover rates with surviving the pressure that is not easy for everyone. Recruitment is for the entire organization to maintain diversity with the selection based on the highly diversified workforce together.

Conclusion

With the performance management, there are chances for the growth and development, with better rewards for good performance. The 360-degree feedback is used as an important performance review so that the employee's work as per their best capabilities, and facing the challenges now and then. The work and the job responsibilities, with the better stock operations are important for the key drivers of retention and the continuous acquisition for the best employees. It has also been seen that the people focus on sending the recruitment messages which states that there is a need to properly access the search portal where there is a proper access the assessment tool with prediction of the best possible candidate who are able to manage and resolve the issues depending upon the assessment tools.

References

Almeida, S., & Fernando, M. (2017). Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia. The International Journal of Human Resource Management, 28(6), 880-912.

Antony, J., Antony, J., Gijo, E. V., Gijo, E. V., Kumar, V., Kumar, V., ... & Ghadge, A. (2016). A multiple case study analysis of Six Sigma practices in Indian manufacturing companies. International Journal of Quality & Reliability Management, 33(8), 1138-1149.

Hunter, S. T., Shortland, N. D., Crayne, M. P., & Ligon, G. S. (2017). Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute. American Psychologist, 72(3), 242.

Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and selection: pros and cons. Work, employment and society, 30(3), 535-546.

Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes. CAIS, 38, 28.

Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization. European Management Journal, 34(2), 114-124.

Srivastava, R., Shukla, S., & Basma, P. (2016). An Analysis on Recruitment and Selection Process of Agent adopted by Various Life Insurance Companies. Adhyayan: A Journal of Management Sciences, 5(2).

Vinayaka, M., & Ramaswamy, S. (2017). Recruitment Process and Practices Undertaken in IT Sector: A Comparative Analysis of Selected Indian and MNC Companies. Imperial Journal of Interdisciplinary Research, 3(2).