Case Study: Searching For The Best At Google
Searching for the Best at Google
To source right candidate is the toughest job of any recruiter. This is the challenge faced by all kinds of companies be it start up or established company. Google is also not exceptions for that. Google grown by about five thousand people almost every year. Google used to get 1,00,000 to 3,00,000 applications for job each year. Larry and Sergey, the founders of Google were very clear at the beginning to hire only smart people. Later they refined the process because IQ alone doesn’t not make someone creative or a team player.
Very soon founders realize that it was important to hire by committee. They instituted that no individual interviewer will get it right every time, an instinct that would later be formalized …show more content…
These did not work well. Hiring team was spending hours to filter through food of applications. Like anone else, Google did reference check. Googler would often get an automated email asking if they knew the applicant this reduced “backdoor” reference.
Then the entire information used to get collated and reviewed by hiring committee. There were many hiring committees, and each would be composed of people who were familiar with the job being filled but didn’t have direct stake.
Google contracted with recruitment agencies. But it was difficult to for them to understand their requirement. Their confusion gave way to frustration when Google insisted on paying only for successful hires rather than providing retainer fees.
Google tried crazy things. In 2004 they ran billboard in Cambridge, Massachusetts. This was the billboard and correctly solved puzzle led to another …show more content…
Google also made a policy, where referred candidates get a call within forty- eight hours and referring Googler is provided weekly updates on the status of their candidates.
Google Careers website is one of the best sources of candidates for Google. Corporate job sites are awful. They are difficult to search, filled generic job descriptions they don’t tell you anything about what job really is. Google started addressing this in 2012. Candidate can now submit not only resume but also develop a personal skill profile. Using Google+ “circles” they can choose to share those skills with Google. They can get in touch with current Googlers to find out what it is really like to work here.
The last source of candidates that Google have used is job boards. Popular examples are Monster, CareerBuilder, Dice, and Indeed. The Google experience is job boards creates many applicants and vanishingly few actual hires. Google believes in more motivated candidates will show the modest initiative required to actually go to Google Careers and apply
To source right candidate is the toughest job of any recruiter. This is the challenge faced by all kinds of companies be it start up or established company. Google is also not exceptions for that. Google grown by about five thousand people almost every year. Google used to get 1,00,000 to 3,00,000 applications for job each year. Larry and Sergey, the founders of Google were very clear at the beginning to hire only smart people. Later they refined the process because IQ alone doesn’t not make someone creative or a team player.
Very soon founders realize that it was important to hire by committee. They instituted that no individual interviewer will get it right every time, an instinct that would later be formalized …show more content…
These did not work well. Hiring team was spending hours to filter through food of applications. Like anone else, Google did reference check. Googler would often get an automated email asking if they knew the applicant this reduced “backdoor” reference.
Then the entire information used to get collated and reviewed by hiring committee. There were many hiring committees, and each would be composed of people who were familiar with the job being filled but didn’t have direct stake.
Google contracted with recruitment agencies. But it was difficult to for them to understand their requirement. Their confusion gave way to frustration when Google insisted on paying only for successful hires rather than providing retainer fees.
Google tried crazy things. In 2004 they ran billboard in Cambridge, Massachusetts. This was the billboard and correctly solved puzzle led to another …show more content…
Google also made a policy, where referred candidates get a call within forty- eight hours and referring Googler is provided weekly updates on the status of their candidates.
Google Careers website is one of the best sources of candidates for Google. Corporate job sites are awful. They are difficult to search, filled generic job descriptions they don’t tell you anything about what job really is. Google started addressing this in 2012. Candidate can now submit not only resume but also develop a personal skill profile. Using Google+ “circles” they can choose to share those skills with Google. They can get in touch with current Googlers to find out what it is really like to work here.
The last source of candidates that Google have used is job boards. Popular examples are Monster, CareerBuilder, Dice, and Indeed. The Google experience is job boards creates many applicants and vanishingly few actual hires. Google believes in more motivated candidates will show the modest initiative required to actually go to Google Careers and apply