Company Recruitment Strategy


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A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.

Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.

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  • I can't see anything particularly unique in their approach other than throwing money at recruitment. They have the best employer brand so hiring is like shooting fish in a barrel. Its much more interesting looking at organisations who have a tougher time and no employer brand. They're the ones that need to be creative.
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Company Recruitment Strategy

  1. 1. WHAT IS RECUITMENT? Recruiting involves a targeted effort to attract and hire top talent for current and future openings within an organization. For small businesses, this allows for a consistent and qualified pool of applicants to fill vacancies. Small businesses can utilize various internal and external recruitment strategies to meet the needs of the company. The process of recruitment and staffing constitutes the means by which businesses find employees. Recruitment occurs at various times in a company's life, although most intensively when a new business starts or when an existing business undertakes expansion or new directions. The process begins with extensive planning that goes on behind closed doors and continues through recruitment, interviews and staff selection. A handful of options exist for small businesses involved in the recruitment and staffing process.
  3. 3. GOOGLE & ITS RECRUITMENT METHODS “Google believes wholeheartedly in sourcing the best talent that is ferociously sought after by competitors, every element of the recruiting function is abundantly staffed with highly focused professionals “  Internet giant Google has changed the rules of recruitment forever with its attraction and retention strategies. A look inside Google’s HR strategies and examines why it’s considered the world’s only corporate recruiting machine. Google, through its branding, PR and recruiting efforts, has made itself so wellknown and attractive to professionals from every industry and university that they have essentially changed the game of recruiting forever. Google has accomplished something that no other corporation has ever accomplished. In less than a handful of years, they have developed what can only be categorized as a recruiting machine. What they have done better than anyone else is to develop the world’s first recruiting culture. What that means is that recruiting and the need for it permeates the entire organization, from the key leaders on down to the entry-level employees.  As a result of this culture, not only does Google fund recruiting to the point where the function is in a league by itself, but they have also gone to the extraordinary step of changing the way employees work in order to attract and retain the very best.
  4. 4. GOOGLE RECRUITMENT ACTION PLAN Recruiting strategy: Although Google recruiting obviously does great things, those things seem to occur at random and in spite of the fact that there is no formal, well-communicated recruitment strategy. Whether you talk to recruiters or hiring managers at Google, no one seems to be able to clearly articulate the strategy and how it differentiates Google from its talent competitors.
  5. 5. CORPORATE /GROUP LEADERS , TOP & SENIOR LEADERS RECRUITMENT PROCESS Short-listing • Map the International Retail Organizations • Take references Sourcing • Telephonic interview by HR & respective Business leader to assess the suitability • Call the prospective candidate to meet HR • Interview & Assessment by the CEO & CLT • Release offer Hiring
  6. 6. MIDDLE & NEW LEADERS RECRUITMENT PROCESS • Map the International Retail Organizations • Identify the potential talent • Take references Sourcing Short-listing • HR to Conduct Personal meeting and assess the suitability • Interview & Assessment by the Business Head • Release offer Hiring
  7. 7. HOW WE INTERVIEW Here at Google they look for smart, team-oriented people who can get things done. When you Interview at Google, you’ll likely interview with four or five Googlers. They’re looking for four things:  Leadership - We’ll want to know how you’ve flexed different muscles in different situations in order to mobilize a team. This might be by asserting a leadership role at work or with an organization, or by helping a team succeed when you weren’t officially appointed as the leader.  Role-Related Knowledge - We’re looking for people who have a variety of strengths and passions, not just isolated skill sets. We also want to make sure that you have the experience and the background that will set you up for success in your role. For engineering candidates in particular, we’ll be looking to check out your coding skills and technical areas of expertise.  How You Think - We’re less concerned about grades and transcripts and more interested in how you think. We’re likely to ask you some role-related questions that provide insight into how you solve problems. Show us how you would tackle the problem presented--don’t get hung up on nailing the “right” answer.  Googleyness - We want to get a feel for what makes you, well, you. We also want to make sure this is a place you’ll thrive, so we’ll be looking for signs around your comfort with ambiguity, your bias to action and your collaborative nature.
  8. 8. HOW WE HIRE The world’s first recruiting culture  Google looks for someone who’s good for the role, good for Google and good at lots of things. Things move quickly around here. At Internet speed. That means we have to be nimble, both in how we work and how we hire. We look for people who are great at lots of things, love big challenges and welcome big changes. We can’t have too many specialists in just one particular area. We’re looking for people who are good for Google—and not just for right now, but for the long term. This is the core of how we hire. Our process is pretty basic - the path to getting hired usually involves a first conversation with a recruiter, a phone interview and an onsite interview at one of our offices. But there are a few things we’ve baked in along the way that make getting hired at Google a little different. As a result of this culture, not only does Google fund recruiting to the point where the function is in a league by itself, but they have also gone to the extraordinary step of changing the way employees work in order to attract and retain the very best
  9. 9. HOW WE DECIDE There are also a few other things we do to make sure we’re always hiring the right candidate for the right role and for Google.  We collect feedback from multiple Googlers - At Google, you work on tons of projects with different groups of Googlers, across many teams and time zones. To give you a sense of what working here is really like, some of your interviewers could be potential teammates, but some interviewers will be with other teams. This helps us see how you might collaborate and fit in at Google overall.  Independent committees of Googlers help us ensure we’re hiring for the long term - An independent committee of Googlers review feedback from all of the interviewers. This committee is responsible for ensuring our hiring process is fair and that we’re holding true to our “good for Google” standards as we grow. We believe that if you hire great people and involve them intensively in the hiring process, you’ll get more great people. Over the past couple of years, Google spent a lot of time making their hiring process as efficient as possible - reducing time-to-hire and increasing our communications to candidates. While involving Googlers in our process does take longer, we believe it’s worth it. Our early Googlers identified these principles more than ten years ago, and it’s what allows us to hold true to who we are as we grow. These core principles are true across Google, but when it comes to specifics, there are some pieces of our process that look a little different across teams. Our recruiters can help you navigate through these as the time comes.At Google, we don’t just accept difference - we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employee.
  10. 10. WEAKNESSES IN THE GOOGLE APPROACH Google’s primary strength in recruiting comes from the fact that they “change the work” and that they have, and continue to make, an outstanding business case to fund the recruiting organization at an unparalleled level. But it’s equally important to point out that Google recruiting is not without weaknesses. Some of the current and potential issues facing Google recruiting are outlined below. Given the relative youth of the company, none of these weaknesses even reach the level of being considered a threat, but in a company whose slogan is “great isn’t good enough”, it’s critical that HR and recruitment management spend some time and resources in the following areas: Concern • RR Talent pool - poaching ground • Employment branding • Metrics • Contingent labor Strengths • Working with 20 per cent time • The world’s largest recruiting budget • Strong Leadership
  12. 12. “At Google, we don’t just accept difference - we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community”