Reference no: EM132798866
Google Inc. is a global organization with presence and relevance in every nation of the world. Because of Google's widespread influence in every spheres of business, over 50,000 resumes are processed every week. Highlighted below is Google's hiring policy. Once you submit your resume and a Staffing team member believes you might be a match for a job you've applied for, you'll enter our hiring process. 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: You may be asked to do brief online assessment, like a coding quiz, after you've submitted your resume.
Short virtual chats: Before diving into more in-depth interviews, you'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: We sometimes ask candidates to make a small project prior to their in-depth interviews. This could range from prepping a case study to providing writing or code samples (don't stress, they're not that scary and we won't spring this on you without warning), and helps us understand how you think and approach problems. We'll let you know about any additional materials we'll need early on.
In-depth interviews: We get excited about interviewing and take it seriously because, at the risk of sounding cliché, Google is what Googlers make it. Our 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. We're guided by our goal of creating an equitable and inclusive experience where candidates from a wide variety of backgrounds have an opportunity to succeed.
In the end, we 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: We 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. When it comes to accommodations, our Staffing team is here to help. From sign language interpreters to specialized equipment, interview breaks to extended time, we aim to provide the support you need so you can keep the focus on your conversations.
Required
-Identify in bullet form and describe extensively all the interviewing techniques used by Google from the above case. In your discussion mention the pros and cons of each of the mentioned interviewing techniques mentioned in the case.
-Explain how the compensatory model and the multiple hurdle model could enrich Google's recruitment and selection procedure.