Unit 8
Recruitment and selection process, Task 1
Timna Hudson-Amatt
Submission 2
19th March 2021
1
,Contents
Executive summary ..................................................................................................................................... 3
Introduction: Overview of Google ............................................................................................................... 3
Section 1: Reasons for Recruitment ............................................................................................................ 4
Why businesses (including Google) need to recruit ................................................................................ 4
How effective recruitment links to business success .............................................................................. 5
Strengths and weaknesses of External Recruitment for Google ............................................................. 5
Strengths and weaknesses of Internal Recruitment for Google ............................................................. 6
Section 2: Focus on Google’s Recruitment and Selection process .............................................................. 7
Recruitment methods used by Google .................................................................................................... 7
The Google six step selection process ..................................................................................................... 8
Advantages and disadvantages of Google’s Recruitment and Selection methods ............................... 10
Section 3: Ethical and legal considerations in the recruitment process ................................................... 11
How Google ensures their recruitment process is ethical and legal ..................................................... 12
Conclusion: Overall analysis and evaluation ............................................................................................. 12
Bibliography............................................................................................................................................... 13
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,Executive summary
This report will focus on the recruitment and selection process used by Google. This will evaluate and
analyse the selection and recruitment methods used by the business and the legal and ethical factors
that the company must consider during this process.
Introduction: Overview of Google
Google is an American technology company that was founded in September
1998 by Sergey Brin and Larry page, who together have control of 56% of the
stockholder voting power and 14% overall of the company shares. Google is
currently worth in excess of $1.4T. Since starting up, Google has grown rapidly
which has triggered a chain of products and huge success, to become a global
household name and one of the most recognised brands of the 21st century. Google specialises
in Internet-related services and products, the chief of which is their industry leading search engine.
They have subsequently expanded into cloud computing, online advertising technologies, software, and
hardware for personal computers and mobile devices. The company is considered to be one of the five
main technology companies in the U.S. information technology industry,
alongside Amazon, Facebook, Apple, and Microsoft.
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,Section 1: Reasons for Recruitment
Why businesses (including Google) need to recruit
Recruitment is a vital component to any company, quite simply because people are responsible for the
successful operation of a business. Whilst a company can be made up of lots of different types of
assets, such as premises, machinery, or intellectual property – it is the people in the business that
ensure these other assets are operated effectively in order to drive success.
The table below shows some of the reasons why businesses need to recruit staff, and an explanation of
how these reasons apply to Google.
Recruitment Reasons How this applies to Google
Growth of the business Google has grown dramatically in recent years. In 2021 the
business currently has over 135,000 employees, each and every
one of these people were required to be sourced using a
recruitment and selection process.
Changing job roles Google is a highly innovative company, not only in the products
that it develops for its customers, but also in the internal
processes it uses to develop and manufacture its products and
services. Through this process of innovation, it is inevitable that
roles will also need to adapt and change.
Filling vacancies due to Employees leave a business for all kinds of reasons, both positive
leavers/turnover of staff and negative. When staff members leave their roles there is a
requirement to fill the empty role left behind. Although Google is
a prestigious company to work for and is desirable in the job
market, the average tenure at the company is 1.9 years.
Filing new vacancies created As well as changes in day to day roles due to innovation,
by more space or product completely new lines of business are regularly launched at
development Google. The company has now expanded into self-driving cars,
telephones and personal computers. Each new product line
requires new types of job roles to be recruited.
Internal promotions Staff development is vital to retain staff. Without the ability to
develop staff into more challenging and better paid positions,
employees would likely leave the company and go elsewhere to
seek opportunities. Google inevitably will need to retain their
most talented people in this way, and to backfill their roles,
replacement staff will be required.
Use of temporary or seasonal Google use a lot of temporary or seasonal staff, which is
staff reported to be a higher number than people on permanent
contracts. This is likely to be linked to the innovative nature of
their business which may focus on short term research or project
work. This requires a constant recruitment drive. In some ways,
this is a recruitment strategy in itself for Google, as staff
recruited on a temporary or seasonal basis can be used on a
project and then the very best performers may then be offered a
permanent position.
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, How effective recruitment links to business success
For a company like Google which is a global leader in the information technology industry, it is not just
the successful continued operation of the existing business which is important. Technical innovation is
critical to the ongoing success and continued expansion of the business. Therefore, a robust and
successful recruitment process is required to continuously support the expanding company workforce,
but also to bring in new ideas, skills and strategies that are required to keep Google ahead of its
competitors.
Successfully matching the right sort of people with the correct skills and experience within the required
vacancies within a company is important in order to maintain the smooth operation of the business.
People with the incorrect skills or experience could disrupt the day to day running of the business,
which in turn can affect the success of the company as a whole. Recruitment is also expensive and can
drain the focus of the management and leadership team, so wherever possible it needs to be done
quickly and efficiently. Also, smoothly integrating people into an existing business (which is sometimes
called ‘onboarding’) is important so as to reduce the risk of disruption to the quality or service of a
company. Therefore, as well as the correct skills and experience, it is also important to match people
who have the right attitude, approach, and values so that they match the culture of the company and
the people who work in it.
For a company like Google, the nature of their products mean that a lot of people will be involved in the
delivery of every single service. This will extend from the initial conception and delivery of a product, as
well as the continued operation of that product or service to robust quality standards. Google is well
and truly a huge team effort, and in order to successfully deliver as a business – they need the right
people in that team, who will complement the existing workforce.
Because Google is such a prominent and successful brand, the company will attract a lot of interest
from people who are looking for employment. Unlike some businesses who will have problems
attracting talented people to be interested to work for them, Google has the opposite problem. Google
needs an effective recruitment and selection process in order to choose the very best candidates for
each vacancy, and to do this in such a way that they can efficiently screen out the unsuccessful
candidates without spending too much time, effort and money as a business.
Strengths and weaknesses of External Recruitment for Google
There are two different types of recruitment: internal and external. External recruitment is where a
company looks outside of their existing workforce for new employees. Therefore, adding new members
of staff who will bring new perspectives and ideas to the business. This is a longer process as it means
they will have to operate the whole recruitment and selection process from scratch.
Advantages of external recruitment for Google
• Google can find new members of staff who have previously worked for rival companies to bring
a range of experience and new strategies
• New employees will bring different types of experience and qualifications to the company,
especially as technology improves, younger employees who have been working with more
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