Sneak Peak to Google’s Amazing Journey from a Naïve Hiring Firm to Having World’s Best Recruiting Process

1. Journey to World’s Best
Recruiting Process

2. Google Inc. Facts
• Started in 1988, it took Google 17 years to become world’s leading
employer brand.
• Google was started as a research project by two Stanford PhD
students – Larry Page & Sergey Brin.
• Currently, over 57,100 employees work for the ‘Search Giant
‘worldwide.

3. Best Employer Brand
• Was listed as ‘Best Company to Work for’ by Fortune Magazine
in 2007, 2008 and 2012.
• Universum Communications Talent Attraction Index nominated
Google ‘World’s Most Attractive Employer Brands among Grads’
in 2010.

4. Google Recruitment Facts
• Receives over 3 million application a year and hires only 700
people annually.
• 1 out of every 428 applicants is recruited by Google.
• 20% more selective than Harvard, Stanford or Yale.
• Weekly Noogler Inflow Rate had increased to 300 people a
week from 31.

5. Traditional Interview Process
• Traditionally hiring at Google took 15-25 rounds of interview.
• Recruitment took 6 to 9 months.
• Brain teasers made traditional interview process an awful
candidate experience.

6. How Google Became World’s
Best Recruitment Process
…
Implementation of 3 Hiring DNA at Google Inc.

7. 1st RULE
Set a High Bar for Quality and Never Compromise with It
• Google has extremely unnegotiable quality standards.
• Hiring managers at Google does not have decision-making powers.
• Organization has a hiring committee to make non-biased hiring
decisions.
• Goal is to create a non-biased recruitment system that hires ‘best
of the best’.

8. 2nd RULE
Access Candidates Objectively
Four Pillars of Google Interview –
1. General Cognitive Ability
2. Leadership or ‘Emergent Leadership’ Qualities
3. Googleyness
4. Role-Related Knowledge
**Brain Teasers are a BIG NO.

9. 3rd RULE
Give Candidates a Reason to Join
A job needs to be a calling, a source of enjoyment providing a sense of fulfilment to the
employee. A sense of job fulfillment impacts organizational productivity and engagement
positively.
Prime Motto of Recruiters at Google:
Connect every hire with organization’s mission simply by adding meaning to
their working.

10. Recruiters’ Takeaway
1. Have a Standard Hiring Criteria – Never compromise with
‘Quality’
2. Set Clear Definition for Interview Results on the Scale of Bad,
Mediocre and Good Results.
3. Ask Right Set of Questions – Focus on Creating ‘Structured
Interview’ Process

11. Thank You!
Source: Talent Connect 2014