Recruitment involves attracting and hiring qualified talent for current and future openings. Small businesses can use internal and external strategies to recruit applicants and fill vacancies. The recruitment process begins with planning and continues through recruitment, interviews, and staff selection. Google has developed a highly effective recruiting culture through branding, work culture, and extensive resources devoted to recruiting. They fund recruiting more than any other company and have changed how employees work to attract and retain top talent. As a result, Google is considered the world's foremost corporate recruiting machine. Their process focuses on leadership, skills, problem-solving, and cultural fit. Feedback is collected from multiple interviewers and an independent committee reviews all feedback to ensure fair and long-term

2. 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. FLOW
 RECRUITMENT STRATEGY
 ACTION PLAN
 RECRUITING PROCESS

4. 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.

5. 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.

6. 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

7. 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

8. 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.

9. 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

10. 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.

11. 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. A SNEEK PEEK INTO THE GOOGLE WORLD OF
EMPLOYMENT

13. “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”