5 Employee Recruitment Secrets You Can Learn from Google

Labor is an essential element when it gets down to the effective running of any firm regardless of its size. It is the backbone of any business. Even Google knows this, and its human resource department is concerned about employees’ welfare. The coordination of all other resources in an organization is largely dependent on its human resource. Hence, you can point out how vital its force is in any enterprise. For this reason, every company with a view of operating successfully in the short-run or the long-haul has to have the right personnel for its day-to-day operations.

However, actualizing this is not a simple task. It requires expert planning. Hence, a company has to put in force a strategy and structures on how to go about recruiting staffs to ensure that it enjoys smooth operations the external world has to offer. Google, despite being a mega-global company, has respect for this approach. It recognizes what the right human personnel can do for it regarding what it has achieved this far. To ensure this, it has not only formulated but also put to action unique recruitment secrets that you can learn from as depicted in this piece.

  1. Quality Oriented

Google is one of the most sought-after companies worldwide. Its service delivery is world-class, and for this reason, its human resource has to match the quality standards. As every institution is built on core-values to ensure the achievement of its set goals and objective, Google is not lagging behind either. To deliver and maintain on its high-performance as a giant search engine, it has made the recruitment of competent employees its business. It has globally-recognized standards that govern both its hiring decisions and process.

Unlike many firms that use the services of its management level to recruit staffs, Google utilizes the professional services of an independent committee to make these decisions and conduct the recruitment process. The committee is well-trained to conduct assessments on interview outcomes objectively to avoid any biased decision.

  1. Follow a structured interview format

A haphazard interview would not augur well with the reputation of any organization let alone a big operator like Google. Furthermore, what good has ever come from performing a task without a well laid out plan? I am sure you are shaking your head in agreement that there is none. Well, you sure are right.

Unstructured interviews are a rich breeding ground for bias and subjectivity. They mostly encompass rush decisions, which in turn lead to the recruitment of the wrong people for certain tasks irrespective of the interviewer’s’ intentions. To ensure this doesn’t happen, Google creates standardize interview questions and provides a neutral ground for all the interviewees. This way, the qualification and suitability of each respondent are assessed based on a clear-cut mechanism.

To make this a reality, Google has gone ahead to develop an internal tool, the qDroid. It assists interviewers in picking the job they are screening for, checking the job’s attributes under test, and emailing them an interview guide that has questions specifically designed for that particular job. Besides, it enables interviewers to assess the candidate comprehensively, and it is generally more reliable to use this manner of interviewing.

  1. Company Culture Integration

We all have our roots, and even a company does. You can consider it as an artificial person with a specific tradition and culture. As such, the culture has to be well defined and also clearly communicated within all the departments of the organization.

Google not only has one but has also gone further to put up a post of a Chief of Culture within the organization. The post holder oversees that the Google culture lives long and stays true to the core. Hence, recruiters in the firm ensure that there exists a connection between the vacant posts and what the applicants bring to the institution’s table as possible role fillers. This approach, in turn, guarantees that the company acquires the best talent and perfect candidates for the jobs in every department.

  1. Give applicants a reason(s) to work for you

Fat paychecks and excellent perks are good motivators for most recruits but are not enough for the best candidates. A firm seeking to hire people who are excellent at what they do has to make sure that it aligns its mission and vision with the candidate’s’ work desires and interests. This way, they can find meaning in what they do and enhance their productivity. Through this ingenuity, work no longer has to be a mediocre experience anymore.

  1. Appealing to people’s happiness

In most cases, people go to work for its associated rewards. Well, with Google, it’s a whole different practice. Google encourages its employees to use part of their work time to pursue that which they want. In simple terms, it invests mostly to make its employees transition to their ultimate self by according them terrific freedom. Moreover, Google utilizes its vast resources to give both data and science to the recruits to enable them form and work in teams to overall organizational success. It aims at offering great experiences and fully addressing their issues and concerns such that at the end of every working day, they go home feeling like every day is the best day of their precious lives. With this knowledge and experience, even recruits feel great and end up sharing with other people out there hence selling the firm’s image.

The hiring process is certainly difficult to execute and it is even burdensome when it comes to judging candidates based on their professional resume. It may look easy on papers, but it really is a piece of hard work. Interviewers having to be rigid and following a particular format makes the endeavor even less fruitful. However, having to go through all that hassle and acquiring that which befits your company regarding the human resource is a reward that is good enough. It is absolutely worth it. Hence, if your firm is looking to recruit staffs, feel free to engage the above approach. The cat is now out of the bag.


Written by:

Helen Cartwright is a passionate blogger, who excels in the Digital Marketing and Technology niche. When not wired in marketing strategies she ghost-writer for a variety of authors who have their work published on leading online media channels such as The Huffington Post and Entrepreneur.com.

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