Reference no: EM132643915

*Interviewing at Google Introduction

Google's working environment is open and fun, and it incorporates a collaborative approach to the development of all projects. This philosophy extends to Google's hiring process and methods of retaining employees. While many of Google's hiring practices can be applied to other organizations such as the areas of management training and improving interviews, Google also focuses on non-traditional ways of approaching the hiring process. Google has explored new compensation packages such as extensive maternity leave and various bonus structures as a means of attracting and retaining employees. The company ensures that the hiring process is approached in much the same way as its engineering functions-that all decisions should be made by having as much data as possible about the company's interviewees. This presents an excellent model for other organizations that have not yet revised their hiring processes to reflect changes in the marketplace and of employees' needs. While the process for getting a job at Google has quite a bit of mystique, the process is actually simple, although somewhat untraditional. We will discuss that process in this reading. The Google Environment Google takes a great deal of time and effort in evaluating the factors that ensure employee happiness. In addition to the company's creative ways of offering compensation, it also offers perks such as gourmet lunches, laundry services onsite, and attention to the kinds of tables at the cafeteria. The marketplace for high quality technical employees is very competitive, and the talent pool is small; Google competes with Apple, Microsoft, Amazon, and others. As a result, Google seeks ways to keep employees happy so that it can attract and retain quality workers. Google employees have unique and creative backgrounds. To work at Google, the company will want to know what makes a person different than others and what will make a potential candidate be a desirable Google employee. Google employees need to be flexible, have a wide range of interests, and are not afraid of change. Other organizations tend to seek employees with a more narrow focus of expertise for the areas in which they are being hired. Google seeks people who take a collaborative approach in all they do. This collaborative approach applies to the hiring process itself, as potential employees are interviewed through a team-work process. Potential employees who are comfortable with this hiring process are more likely to be comfortable in the collaborative Google environment. This is atypical for the hiring process in other Saylor URL: www.saylor.org/bus208/#6.1.3 The Saylor Foundation Saylor.org Page 2 of 4 organizations, where a single manager or recruiter may be making the hiring decision. Google looks for people who are excited about technology and who love their work. The company seeks people who love to solve puzzles, especially those that are technical in nature. The company wants someone who can work well with others from varied international backgrounds. Finally, employees must have strong educational backgrounds and posses appropriate higher level degrees. Google believes that it has a unique mix of individuals, which enables the company to be successful. The company appreciates and welcomes diversity. Google believes that its culture of inclusion enables workers to be creative and to express their individuality. In this environment, employees will thrive and be productive. The Google Hiring Process A Google job applicant will first be contacted by a member of the recruiting team. This person will discuss what it is like to work at Google. This is followed by a 30- 45 minute phone interview with someone from Google who is in a similar role to the job for which the candidate is applying. If a candidate passes the first phone screening, the follow-up will include either a second phone call or an onsite visit for a personal interview. A candidate will generally have four interviews in one day, meeting with managers and potential colleagues. Typical interviews do not necessarily take care in getting the opinion of peers to impact the hiring decision. Google also has the candidate interview with someone from a different department. Each interview takes approximately 45 minutes. During the interview, candidates are tested on their problem solving skills in their individual field. Candidates are given real-life problems to solve in real-time. Google will evaluate the process the candidate uses to solve the problem, rather than whether or not the candidate solves the problem correctly. What the hiring committee looks for is creativity. These interviews have been described by candidates as either similar to an entire day of taking extremely difficult exams, or as an invigorating experience of sharing ideas. These different perspectives usually indicate which candidates are more likely to be hired; typically those who show their creativity and see the experience as invigorating are the strongest candidates. Jeff Moore, lead recruiter for Google, offers the following tips for preparing for a technical interview at Google. ? Review sample interview questions. ? Anticipate what you can expect during the interview. ? Ensure resume accuracy. ? Review your training as it applies to the specific position. Saylor URL: www.saylor.org/bus208/#6.1.3 The Saylor Foundation Saylor.org Page 3 of 4 ? Take advantage of Open Course Ware as a course refresher. Although these tips may seem to be similar to the tips one might use for any interview, because Google seeks out highly qualified engineers and other technical workers, a candidate should approach these tips in an aggressive way. Mr. Moore suggests a much greater level of preparation than is typical for other organizations. The Post-Interview Process Many people are involved in the hiring process. As a result, the process can take a long time; Google asks candidates to patiently wait for a response from their recruiters as the process may take up to two weeks. Everyone's schedule must be taken into consideration, as well as allowing enough time for everyone to evaluate the phone screenings and personal interviews. However, Google recruiting teams also take into account the candidate's perspective, recognizing that the candidate is waiting for a response. Conclusion Google employees have described the interview process as a series of talks and conversations which provide an excellent way of getting to know others they may be working with in the future. Candidates get to meet many people and are able to feel confident in their choice to work for the company. Google's rigorous hiring practices have resulted in the recruitment of excellent employees who become involved in the hiring process of other employees. This translates to employees who are happy with their work and their co-workers. Additionally, Google's approach to ensuring that employees work in a friendly and open environment, where they can thrive, enables the company to retain its high-quality workers. Summary: ? Google seeks creative people with varied backgrounds. ? Candidates must have a love of technology and problem-solving. ? Potential Google employees must have a strong educational background. ? The hiring process begins with a phone call from a recruiting team member. ? Passing a phone screening interview will be followed by a second phone screening interview or onsite meeting. ? Onsite interviews are quite long with approximately four 45-minute interviews taking place in one day; interviewees meet with both managers and peers. Saylor URL: www.saylor.org/bus208/#6.1.3 The Saylor Foundation Saylor.org Page 4 of 4 ? During onsite interviews, candidates are given problems to solve to determine their creative process. ? Though the hiring process is lengthy, Google employees are cognizant of the candidates' desire to know if they have been accepted. ? Potential Google employees tend to enjoy the hiring process, because they are able to meet other workers who they may come in contact with in the future. References: Google. "Hiring Process." Retrieved January 28, 2013 from https://www.google.com/intl/en/jobs/students/joining/. Google. "How We Hire." Retrieved January 28, 2013 from https://www.google.com/about/jobs/lifeatgoogle/hiringprocess/. 

*How We Hire at Google: https://www.youtube.com/watch?v=zhUgaKb0s5A&feature=youtu.be

Part 1

Answer the questions below the supplemental video and reading above (Google Hiring).

1. Reminisce on your past interview experiences. How do they compare to Google's interview process? Which process was more effective and why?
2. How does Google's hiring process directly correlate to the "happy environment" that they strive to create and maintain for their employees?
3. Why do you think Google hires in this manner? What are the overall benefits to the company?
4. Provide an example of another company or industry that could benchmark Google's hiring practices and explain why it would work for this company or industry.

Part 2

You are the HR manager for a new company and you have been tasked with developing a concise employee manual for your new middle managers. This manual must help the managers understand certain HR initiatives so that they can recruit, select, and manager their staff effectively. The manual will consist of explaining and providing guidelines for best practices in the areas below.

1. Explain the importance of a job description and briefly describe the necessary components
2. Describe an effective recruiting process for the company (What selection tests are relevant?)
3. Identify best practices when it comes to interviewing (What are some do(s) and don't(s)?)
4. Explain the training process & best practices (Why is it so significant to the success of the organization?)
5. Explain best practices for disciplining employees (What is your company's policy?)