Challenges for Recruiting Workforce at Google
Discuss about the Recruitment at Google for Recruitment Process.
Any recruiter regardless of which industry or organization that one works for, it is imperative that one should stay abreast of the current trends regarding recruitment process (Arthur, 2012). At present, placing and advertising for a position and filling a position is not enough for the recruitment process. Recruiting, more than ever, is a rigorous process that requires a lot of involvement. As much as recruiters need to be proactive so as to be able to get the best employees, there is a myriad of challenges that the modern day recruiters face. Google is a household name when it comes to one thinking about a technology companies (Lloyd, 2017). Google which is a search engine company and communication company has exhibited prowess when it comes to technology and innovation hence surpassed companies which have been in existence for a long time offering the same services. One of the reasons why Google has manifested itself as the best technology company is due to innovation focus which comes from the process of recruiting the right type of employees. In addition to innovation and the right type of employees, the organization's structure at Google in which the company utilizes a structure that is inclusive of all employees is what makes the company register good result at the marketplace (Johnson and Senges, 2010). There are a variety of challenges that Google faces in the bid to recruit its workforce. Case in point, some of the key challenges include retention, the war for talent, and potential lack of effective recruiters among others. The purpose of this paper is to critically analyze the key challenges for recruiting the workforce for Google and provision of strategies to combat the challenges.
One of the key challenges facing recruitment of workforce at Google is retention. As pointed out by Tullman, (2014), one of the greatest Google’s competitors that is believed to poach Google’s employees is Facebook. At this day and age, a lot of employees are in their current positions work while at the same time seeking greener pasture to organizations which offer better pay rates and also offer a favorable work conditions. It is presumed that Google offers bonuses to employees who have received offers from Facebook in the bid to retain them. While some people have questions such actions from Google, it is clear that they cannot be far-fetched. It is true that Google is at the moment trying to fight the harsh reality in the world of technology, particularly Silicon Valley where talent is the greatest asset of an organization.
It is a new world out there, gone are days where an individual would apply for a job after school and keep a job for more than thirty years. There has been a significant shift in the job market away from fears of job security to a more exciting opportunities. Any organization can be lucky to have an employee who can stay in an organization for more than two years. For a technology company such as Google, this trend of employees urging to seek a different work environment results to a drop in production. Google face the problem of convincing the innovative and productive employees to remain with them by providing incentives which can affect the company’s finances.
As indicated earlier, Google is a company whose success is solely based on its innovative ideas (Audretsch, 2015). A few decades ago, most recruiters can assert that they had a significant pool of talents from job seekers hence they were spoiled for choices. Currently, the tables have turned, Google has realized that the war on talent has heated up as almost all organizations are in the bid to find the best talents which are significant to an organization’s success. Due to this increased competition, recruiters at Google are faced with an immense pressure that the management is imposing on them so as to enable them to recruit the best talents (Vise, 2006). It should be noted that top talents are usually spoiled for choices and for this reason, they tend to have a soft spot for an organization with favorable working conditions. They only way the top talent can discern which organization is best working with is by relying on word of mouth from employees who are working at different organizations. Google ensures that their employees have a favorable working environment which is pleasing for any potential employees. For example, when a closer look is taken at Googleplex, one can realize that it looks more like an adult playground than offices which makes it attractive, for one to want to work at Google.
Even prominent companies such as Google have troubles in having the best recruiting process and methods. For instance, despite one having a vast experience in a certain field such as engineering, a recruiter at Google will still ask for the grade point average (GPA). As much as grade point average is important, it becomes inconsequential when dealing with an individual who has a significant amount experience. The most relevant question that Google can ask on such interview is the achievements of an individual or the reason, for leaving previous job. In the same interview process, Google ends to ask questions which are neither heard or there. For instance, one can be asked to estimate the number of golf balls that can fit in a school bus. Google believes that when one answers such a question with proximity such as individual is innovative and can be of importance to the company (Choudhary, 2014).
Consequently, Google inability to move beyond adverting and its proliferation of search engine is due to the homogeneous culture it has matured through its interview techniques. It is evident that a homogenous culture can have some advantages which can be comfortable to an organization but its disadvantages are significant (McMillan-Capehart, 2005). For instance, it deters a company from innovating and taking a worthwhile risk. It is difficult for employees who are cut from the same cloth, with the same Googlely characteristics to go out of their comfort zone and think differently for the benefit of the company. This makes it difficult for employees at Google to be able to sport market changes and innovate accordingly
As per Stasiulyte, (2011), any organization, in this case Google’s human resource department, should use a mixture of both internal and external forces when searching for employees so as to be able to maintain the adequacy of its workforce. Google should make use of promotions, transfers and internship program as internal recruitment sources. Consequently, Google can have external recruitment through educational institutions and job advertisements. This can be made available through career websites and Google’s websites where there is a section where people can be aware of any recruitment process at Google. Through external and internal recruitment process, Google can have an influx of qualified workers throughout. When consideration is taken at the combination of external and internal sources, Google can use a direct and indirect method of hiring, for instance, Google can contact potential employees at academic institutions as its direct method and can also hire those who apply from Google’s website as an indirect method. With the combination of direct and indirect method, Google will have a diverse workforce which is significant for a company.
The War for Talent
In addition, to external and internal sources, for Google to bring to a halt the challenge of retention. Google should ensure that it hires inform of contracts so that both the employer and the employee can have the knowledge of the period they are going to work together without any interruption and to give a chance for the company to prepare accordingly.
As much as Google ensures that its selection process involves the human resource department looking for individuals who are smart, creative and have the zeal to ensure that there is excellence in their work, this selection process should be intensified. Google should make sure that experience is not used as a major criterion for the selection process. The criteria for the selection process should be in tandem with Google’s innovative goals and also the mission for Google (Steiber, 2014). There are a couple of selection process that Google can use. However, Google should make sure that its selection process involves, background checks, job test, and interviews. Job test should be used for the positions which are filled in through absorption such as trainees and interns.
On the issue pertaining to interview, Google should enforce interview question that focuses much on competence since competence is a sign of smartness. Interviews should focus much on the requirements of the job such as coding interviews, system design interviews and most importantly cultural fit interview (Joyce McHenry, and Strønen, 2008). Since Google is a multinational company, it operates in different parts of the world hence its employees should have a high cultural intelligence.
Mcshane and Cunningham (2012), reiterate that selecting own employee is very important for any organization. Google can work with recruitment firms whenever is necessary and for a specific period only. For example, Google can seek a recruiter to provide with assistance for a team who can assist in establishing a strong foundation for an overseas Google branch. Also, the use of job search sites by a large company like Google can make the company spend a significant amount of time in looking for the type of employees that it needs. Google should popularize its portal where job seekers can post their qualifications. In addition, since Google is a big company, it can request some of its employees who have exhibited commendable talents to recommend people they now who can be of importance to the company. By Google searching for employees on its own, it is likely that it will have employees who have the interest of the company at heart.
Google should provide candidates with a reason to join by developing an ideal image to its current and potential employees. Google should ensure that it establishes an image depicting comfortable employment experience at the company. As per Robbins, Bergman, Stagg, & Coulter, (2014), Google has been named as the best company to work with for a significant number of times. This is because of its organization structure and the work environment that it offers to the employees. Case in point, at Google, any dress code is allowed as long as one does the required work (Googling out of control, 2007). Besides, Google advices its employees that they should utilize seventy percent of the time in doing the tasked delegated to them, twenty percent of their time in improving their skills and come up innovating ideas related to work, and ten percent of their time in doing anything which is not work related. With this brand already in place, Google should ensure that it spend a significant amount of resources and time to publicize its ideals to the public so as to give more reason to individuals of talents to join Google (Rao,2010).
Recruiting Method as a Challenge at Google
The proper strategy that Google can use is by setting high standards during recruitment to weed out those who are likely to have low performance. According to Meneses and Kleiner, (2002), it should be noted that it is possible to determine if someone is worth during the initial interview process. This can be achieved by a recruiter setting a bar so high without budging it. The best rule than Google can use is by ensuring that it hires people who are way better that the ones who already exists. This can apply to any position. For example, if Google is searching for an assistant, it is imperative that it looks beyond finding an individual who can be able to answer calls. This means that the individual should be able to arrange for meetings and maintain a very tight schedule for the company. Since Google is a large organization, the burden of a small number of people spending time with each candidate can be eased. Subordinates, as well as peers of the interviewers, should be included in the process to help avoid biases and promote teamwork among employees.
In conclusion, as per the existing literature, Google falls into the trap of the belief that best fit is the easiest fit. However, it is imperative that it should be understood that when an organization builds an organization culture with deep and shared values, the intelligence of their employees will come out of its own. The recruiting challenges at Google such as retention problem, a war of talent the method of recruitment can be brought to a halt if Google heeds to the recommendations depicted in this paper.
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