To: Google Management
Cc: All Head of Departments
Re: Recruitment and Selection
Keys issues attempting to change
Dear Management team of Google,
Thank you for choosing me for evaluation of your newly implemented selection system. I have been through the changes that have been undertaken for the recruitment process of candidates, after evaluating the process entirely, I have analyzed some issues that have appeared in the new system. Usually the recruitment process of Google meets a specific critical term; it generally aligns with the line functions of the organization like marketing and finance (Bandiera, Maniate & Hanson, 2015). The recruitment process should be the one that must be able to promote the achievement of objectives of the organization which has been incorporated in the strategy of Google. The recruitment process needs to be updated based on the changes in its external and internal environment of the organization. Google had undergone few changes in its recruitment process; this process had effects on their present employees and the working environment of the organization. The issues are mentioned below
- Long and hard interview process: most of the applicants who receive the invitation for the interview needs to spend 4-6 weeks long intense as well as multi-meeting interview process. The hiring manager and the team do not take decisions regarding the selection of an employee (Bermúdez & Cordero, 2017). According to various experiences, candidates have claimed that the information related to the interview is sent to the hiring committee for deciding if the person is fit for the organization. Employees might be asked to carry out a project.
Some applicants have claimed to work more than 70 hours for fulfilling the project just to get rejected without any proper feedback on the project that had been submitted. This process might be continued for several times until the candidate is hired. This creates huge problem for the candidates, they are tortured to a great extent before they are hired and it is continued for a long time (Finch, Peacock & Levallet, 2016). This brings about dissatisfaction among aspiring employees; they have a fear in themselves that if they are worn out before getting hired, they might face huge pressure after they get hired. They are provided to perform a project even before they are hired and before they are provided with any training.
- Failure to attract talented employees: in the market that is candidate-driven in nature, candidates get approached by numerous recruiters, hence it is very difficult for the recruiters to attract the talented candidates for their organization especially the ones which need highly qualified employees like Google (Flynn & Bauder, 2015). The top candidates who have been pitched by the organization might not be present around when the organization plans to extend the recruitment process for some more days. Delay faced in the recruitment process of Google, kills the entire recruitment process which makes them lose candidates who are talented (Forrest, Lachowsky & Lal, 2016). Reducing the time consumed in hiring also becomes a tough task for the organization because Google requires highly talented candidates and the organization is juggling with numerous candidates in parallel manner and the interviews take a lot of time for setting up.
- Ghosting: in the phenomena of ghosting candidates appear for few rounds of selection process and in case they are selected for the next rounds, they do not appear on them because they have been pressurized too much in the previous interviews (Gibbs, MacDonald & MacKay, 2015). Sometimes candidates get selected but do not join the job because of the fear of nit maintaining the level of intelligence throughout, because working in Google is all about working with highly intelligent minds and they also need to maintain the level. This becomes difficult for fresher candidates who have just completed their graduation.
The goals of implementing the change in recruitment process are as follows
- They aim in selecting people who have the ability to learn from their mistakes and take challenges seriously, they aim in selecting people that are knowledgeable and smarter than most of the people.
- They aim in recruiting people who would be able to add value to the company as well as its culture.
- To recruit people to who have the ability to complete their job effectively.
- Selecting people who are enthusiastic, proactive and self- staring.
- Selecting people who are interested in working with people belonging from different backgrounds as well as be motivation for other employees.
- They aimed in recruiting people who help in growing their business along with boosting their revenue.
Criteria and information required to evaluate the system
Development of capable and strong employee roster needs a selection and recruitment process which identifies the strong employees inside as well as outside the organization (Greiner, 2015). A routine evaluation of methods, strategies and procedures that are used in selecting and retaining employees for the purpose of advancement might improve the retention of employees. The evaluation methods that are most effective in nature identify various successful processes which can be enhanced as well as ineffective processes which require numerous modifications. Criteria as well as information required for evaluating the new recruitment system are as follows
- Tracking of measurement data: measurement standards must be tracked from time to time in the form of indicator of failure or success of selection and recruitment process undertaken by Google (Larochelle, Hunyadkürti & Bachand, 2017). These measures must be tracked on the basis of yearly, quarterly or monthly according to the requirements of the organization. The measurement depends on the rate of turnover of employees in the company, if the turnover is high, the measurement has to be done frequently and in case the turnover is low, the measurement can be carried out less frequently. In case the data received is positive, it reflects effective processes. Negative data reflects underlying problems which require to be addressed as soon as possible in order to avoid impacts on the business of Google.
- Enhancement of business image: issues in selection and recruitment process might result in negative effect on the way the particular business is perceived by various potential employees, customers and business partners (Lau, Zamani & Lee, 2015). The company must not show their value to the employees who have not yet cleared the recruitment process and become employees of Google. This might create a stage for a mutual rewarding relationship in the workplace.
- Guarantee that the processes used confirm to legal and business requirements. The business might have chances to face legal as well as financial hurdles in case of any anti-discrimination, labor law and employee eligibility standards are not upheld in any way (McCarthy, Bauer & Truxillo, 2017). Conduction of informal interviews and spot-checks documents with the hires that have been selected recently for ensuring legal compliance.
Elements of the new system that would be effective in enabling Google in achieving its selection goals
Google usually receives more than 2 million applications for job from all over the world, it also hires around thousands of employees. Google generally takes a time span of 6 weeks for completing the recruitment process. In this process, each and every candidate is screened with the help of their potential colleagues, potential boss as well as their hiring committee (Mügge, 2016). Previously hiring took around 4-10 hours of the manager every week, it also included professionals of top management to spend an entire day. Hence the new hiring system has been introduced which helps the company to carry out their hiring process without wasting much of their time along with meeting their recruitment goals. Few elements of the new system that would be effective in meeting the selection goals of the company are mentioned below, these factors are chosen because it helps the company to meet its goals in the field of recruitment of the candidates.
- Finding candidates on their own: Google do usually have tie up with more number of recruitment institutes, they organize their own recruitment process and look for the perfect employee who would be able to contribute in their business.
- Putting checks in the place for accessing candidates objectively: Google might apply the process of checking in the place for the purpose of accessing objectively (Ng & Sears, 2015). The entire recruitment process must be monitored in order to ensure that the appropriate and talented candidates are recruited.
- Setting an uncompromisable high standard: the organization is very easily able to determine if a candidate is worth a single interview, this is done because the organization has set the bar very high and they do not budge it as well. Before the organization starts recruiting, it decides regarding the attributes that they want along with defining as a group of what actually great is all about like “a good rule of thumb is to hire only people who are better than few” (Nowrouzi, Lightfoot & Larivière, 2015). In case the recruitment system consumes more time than planned, they wait patiently and concentrate on their effort on their task.
Elements that need some more refinement
In the new recruitment system implemented by Google has numerous factors that require more refinement, these factors are mentioned below, and they need refinement because they hamper the recruitment process to some extent, hence various points that should be provided with more refinement are as follows
- Provide candidates for a reason to join: in the working environment of Google, employees are not selected very easily, the need to undergo a very long process of recruitment system which is very tough for the aspiring employees to compete with the rest of the candidates and get a job (Poba-Nzaou, Lemieux, & Beaupré,. 2016) Along with this, the long recruitment process of Google reduces the competition among candidates this is because people who actually need job in urgent basis would not be waiting for the next round of interviews; rather they would appear for other companies and join there if they are selected.
- Lack of understanding among hiring managers and recruiters: there has been a huge gap of communication between the hiring managers and recruiters of Google, this had made the company face numerous problems in their recruiting process, like inability to analyze the appropriate skills in the aspiring candidates or problems faced in deciding the appropriate channels for right talent and sourcing.
- Difficulty in maintaining a balance between the quality and speed of hire: this was one of the biggest problems faced by the recruiters of Google, the recruitment process have been very lengthy and time consuming along with being difficult, this made the recruiters to concentrate in making the entire process a little less time consuming, this had resulted in decreasing the quality of the recruitment process.
Ethical, human rights or privacy concerns with the changes that have been implemented, recommendations for addressing the concerns
Some ethical, privacy and human rights concerns that have been faced after the implementation of the new recruitment system along with their solutions are as follows
- Problem 1: artificial intelligence and automation have greatly undermined the human element in the procedures of recruitment (Pruysers & Cross, 2016). The prediction that artificial intelligence would be replacing the human power has decreased the privacy of job among people.
- Solution 1: the company must resist its urge to respond to all the calls for the speed of process at all costs. They should be skeptical of various inflated claims of a specific rate of efficiency instead of finding a way of combining the best characteristics of automation at the time of keeping various advantages related to human relations that were irreplaceable.
- Problem 2: the process of slow decision making is one of the most self-inflicted issues faced by the recruitment and selection process of Google. Job seekers hardly show any patience for various employees who have the expectation that the company would endure multiple rounds of the interviews at a course of few weeks (Smith & Tsutsumi, 2016). In very tight labor market, an employer who prolongs the recruitment process faces the risks of missing out on the best talents for the company.
- Solution 2: the company can take enough time for recruiting good employees but the decision making process must not be elongated more than required. Multiple interviews must be conducted in a single day and the recruiters must consult with their colleagues regarding the qualifications of candidates just after the candidate finishes the interview, this would reduce the overall time consumed by the entire system.
Other methods that would be proposed for enhancing the new system
Some more methods that can be used in order to enhance the new recruitment system of Google are as follows
- Adding more details to job postings: the posting related to jobs is the beginning of recruiting system because it needs to explain the position of vacancy properly for attracting the most appropriate candidates in order to retain them (Wicker, 2017). Instead of posting regarding the education required, training and experience, day to day activities of that particular position must also be included. It can also mention regarding the expectations that the organization has from the new candidate.
- Including others: the CEO or the opinion of the hiring manager is very important in case of recruiting employees, they would be able to decide if the candidate is valuable for organization (Wong, Chau & Hogg, 2015). While including others it is to include the ones who have a strong knowledge regarding what is required in carrying out the job and what sort of people would be needed to do the job.
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