MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY
FACULTY OF SCIENCE AND ENGINEERING
HUMAN RESOURCE MANAGEMENT Topic RECRUITMENT OF GOOGLE LECTURER: MRS. LE THI NGOC TU CLASS: NS 207DE02 - 0100 STUDENT: 1. Lê Quang Linh 2175480 2. Phạm Ngọc Thịnh 2175215 3. Ngô Trương Đại Phúc 217149 8 4. Trần Mạnh Kha 2196561 5. Đoàn Ngọc Trọng 2181729 Ho Chi Minh City, June 2021 Đại học hoa sen
MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY
FACULTY OF SCIENCE AND ENGINEERING
HUMAN RESOURCE MANAGEMENT Topic RECRUITMENT OF GOOGLE LECTURER: MRS. LE THI NGOC TU CLASS: NS 207DE02 - 0100 STUDENT: 1. Lê Quang Linh 2175480 2. Phạm Ngọc Thịnh 217521 5 3. Ngô Trương Đại Phúc 217149 8 4. Trần Mạnh Kha 2196561 5. Đoàn Quang Trọng 2181729 Table of Contents
INTRODUCTIONS ............................................................................... 2
1. Literature Review ............................................................................................... 3
2. About Google ..................................................................................................... 4
3. Recruitment At Google ....................................................................................... 5
3.1. Use Open Communication With Candidates .......................................... 6
3.2. Hiring Decisions Are A Team Effort ....................................................... 6
3.3. Look For “Fit” ........................................................................................... 7
4. Advantages and disadvantages ........................................................................... 7
4.1. Advantages .................................................................................................. 7
4.2. Disadvantages .............................................................................................. 9
5. Solutions ........................................................................................................... 10
CONCLUSION ..................................................................................... 11 1 INTRODUCTIONS 2 1. Literature Review 1.What is recruitment?
- The practice of actively seeking out, discovering, and employing individuals for a
given post or career is known as recruitment. The term "recruitment" refers to the
complete hiring process, from the initial interview to the employee's integration into the firm.
- Selection of candidates and recruitment proces s
While the definition and procedure of recruitment differ from one organization to
the next, there are some basic actions that each employer can take to make recruiting
go more smoothly and successfully, such as the following:
 Examining several forms of job recruitment tools to locate the best match.
 Creating a set of clear standards and expectations for the perfect job candidate.
 Taking aggressive effort to integrate new hires with thorough "onboarding."
 Keeping up with the newest hiring trends and best practices.
In any organization, recruitment is critical since selecting and retaining the
appropriate people for the right role is critical to the company's success. As a result, it's
critical to recruit people whose qualifications and experience fit the job's requirements.
The Important of recruitment in company
- It assists the company in identifying the required requirements through job analysis and personnel planning.
- It aids in the acquisition of candidates at a lower cost.
- Aids in the organization of job applications by categorizing them as underqualified
or overqualified, so enhancing the chances of the company's growth and attracting the
right individual to the right position.
- It aids in the hiring of new and better-qualified employees. 3
- It is a long-term strategy for enhancing a company's growth.
- Employee capabilities and devotion ensure an organization's success.
- In both the short and long term, increase the value of the company and individuals. 2. About Google
Google is a multibillion-dollar technological corporation with headquarters in
California. Google is a software and hardware development company. Google.com is
well-known for its online search engine, and the company also develops a variety of
applications, including Google Maps, Google Drive, and Google Assistant. It is also
well-known for its hardware innovations, such as the Google Pixel smartwatch or a
Chromebook According to Wikipedia, Google.com is the most visited website on the
internet, and its other software applications are utilized by the majority of people
worldwide. Google also controls Youtube, a popular video-streaming service utilized
by millions of people across the world. However, Google has been chastised for issues
such as customer privacy and tax avoidance .
When Larry Page and Sergey Brine were undergraduates at Stanford University in
California, they founded Google in 1998. They possess roughly 14% of the company's
stock and account for 56% of Google's stockholders. Google did not become popular
until they created the first internet search engine that aided users in their work and productivity. 4
Figure 1 Google company illustration
3. Recruitment At Google
Finding italent iis ionly ihalf ithe ibattle iin irecruitment. iThe inext, iand iarguably imost
idifficult, ichallenge ithat iface
s istartups iof iany iindustry ior isiz e ii
s ihiring ithe ibest icandidate ifor ithe ijob.
Many icompanies ihave itheir iown iformulas iand ipractices ifor inarrowing idown iand ifinally imaking ia n ioffer it
o itheir inewest ihire. iOne icompany iwhose ihiring ipractices iare
iwidely iknown ifor itheir ilengthy iand iintensive istrategies iis iGoogle.
According to this infographic, the tech giant receives up to one million resumes
annually, and as a result, only hires 0.1% to 0.4% of candidates who go through their hiring program.
As imuch ias iyou imay ihear iabout iGoogle ihaving ithe ibest ihiring itechniques, ifollowing Google’s i iexact iprocess ii
s ilikely iunnecessary ifor iyour ibusiness. iHiring iis inot ia ione isize ifits ial l iapproach, ibut icertai
n istrategies ithat iGoogle iuses it
o imake ithe iright idecision iar e
ihighly ibeneficial iand iaccessibl
e iand ia igreat ifi tifor iyour igrowing iorganization ior istartup. 5
Here are three strategies from Google’s hiring practices to implement at your growing company:
3.1. Use Open Communication With Candidates
Communication iis ian iaspect iof ithe ihiring iprocess ithat itends it o ibe itreated ia s ia ione-
way istreet. iGoogle ibreaks ithis inotion iby idirectly icommunicating ito icandidates. iEven ibefore ithe ifirs
t iof imany iinterviews, iGoogle iresponds it
o icandidates iand, ii fiselected, itell s
ithem iabout ithe inext isteps iof ithe iprocess iand iwhat ito iexpect.
While icandidates iwillingly iprovide isignificant iamounts io fiinformation ineeded, iwhat ihappens ii f iemployers don’t i
ialways iextend ithe isame icourtesy it o itheir icandidates?
iSeventy iseven ipercent iof icandidates irespond ithat ithey iwill ithink iles s iof ia icompany itha t doesn’t i ieve n irespond it
o ia ijob iapplication ibeing isubmitted. iBuilding itwo-way
icommunication iwith ithe icandidate ithrough idirect iand iperiodic iengagement iis inot ionly
icourteous ito icandidates, ibut ica
n ipositively iimpact iyour iorganizations iemployment ibrand it o iboth iactive ian d ipassive icandidates.
The iprocess iis imade ieven ieasier iby iusing ia ise t iemail itemplate ithat ican iquickly ibe isent it
o ial l icandidates ikeeping ithem iinformed iof ithe iprocess iand ithe istatus iof itheir iapplication.
3.2. Hiring Decisions Are A Team Effort Opinions applicant’s iabout ian i
ifit iare isolicited iby imultiple iemployees iat idifferent ilevels ia
t iGoogle. iThough ithey iestablish imultiple icommittees ito iensure ithe ieffectiveness
iof ithe igroup, iyour iorganization ican ialso iachieve ihiring icollaboration. iHaving iyour iteam iprovide itheir iinput ica
n ispeed iup ithe iprocess iand iallow ithose iemployees iclosest it o ithe job’s i iexpectations it
o ihave ia istake iinto ithe company’s i idirection. iI n idoing iso, ial l ikey
istakeholders ihave ivisibility iinto ithe iprocess iand ica
n ibe isure ithat ithe iright idecision ii s
ibeing imade iwhile isharing iresponsibility ifor ithe ioutcome iof ithe idecision it oihire io rinot. 6
3.3. Look For “Fit”
Google doesn’t only look for job requirements, they iwant icandidates ito ihave ithe iability it
o ilearn iand icultivate imore iskills iwithin itheir itime iin ithe icompany. iInterviewers
iat iGoogle ioften iask ioff-the-wall iquestions inot it
o idetermine iintellect, ibut it o ise e ihow icandidates ireac t iand isolve iproblems.
Your icompany ihas ia ivision ithat iis ishared iby iits ifounders, iemployees iand
istakeholders. iHiring isomeone ipurely iwith iskills, ibut ino ishared ivision, ior ipassion, iwill inot iprove it o ibe isuccessful ii
n ithe ilong irun. iExperience ica n ibe igained, ibut it’s i ioften imore idifficult it o iinstill imotivation it o ia n iemployee iwho doesn’t i ishare iyour imission.
4. Advantages and disadvantages 4.1. Advantages
The Google recruitment process always starts with assessing individuals based on
their previous knowledge, professional capabilities, and capacity to work without prior
experience. Will Google use various criteria to determine if a candidate is eligible for
each job? Google has removed roughly 80% of the unqualified applications and
retained the exceptional prospects with this initial stage. The unique aspect of this
situation is that the technology business is always evolving, therefore choosing
candidates based on experience allows individuals to work in an old style of thinking
that is unsuitable for a technological business like Google.
Employers will conduct recruiting interviews after assessing individuals through
CVs. The company is no longer concerned with your CV or your level of expertise;
instead, they are interested in the candidate's mentality. Employers conduct interviews
and pose a variety of situational or behavioral questions. Employers will locate ideal 7
candidates this way because of how they manage situations ranging from simple to
complicated, how they exhibit emotions when confronted with issues, and so forth. This
strategy will reveal the truth. How effectively are the applicants able to adapt to their
surroundings and manage the problem? Choose the most adaptable and capable employees to manage.
Google can observe in applicants not just capabilities and ways of thinking, but also
each person's personality, based on hurdles during recruiting. Google will give diverse
circumstances with minor specifics, demanding delicacy in it, for the thorough effort.
In terms of occupations requiring originality, Google will provide the most sullen
opportunities for people to express their creativity in their own unique way. Recruiting
in this manner allows Google to locate not just the greatest individuals, but also the best
individuals to generate the greatest job performance.
In addition, Google has recruiting tests to find candidates who enjoy learning and
are willing to change their minds and themselves in order to achieve a breakthrough in
ideas. As a result, Google is always new to users. Google Careers:
 This is a separate website that Google has created to provide recruitment
information, job information, tips for candidates, a utility tool for candidates as well as for Google.
 Google has a Google Career website where it posts the company's most recent
recruitment information, as well as opportunities for Google to collaborate with
companies in a variety of countries around the world, and which areas are hiring
for which positions. The job's basic requirements, as well as candidate
requirements and benefits. This allows the candidate to find a favorite job,
understand the requirements for applying for the job, and determine which of
his or her own strengths should be promoted and which weaknesses should be 8