Employee Recruitment and Retention Strategies of Google

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Executive Summary

Google is one of the largest internet service provider companies in the world, having a reputation of the best employer in the world. There are many HRM recruitment and retention features of Google that makes it a most favorite employer among the young and experienced software professionals throughout the world. However, there are some discrepancies found among the existing HRM recruitment and retention strategies of Google in terms of productivity, cost, and profit generation. This report has been written to find out the main features of the Google that makes it unique among other employers and some challenges that Google has been facing issues recently due to some flexible HRM recruitment and retention features.

Table of Contents

A Brief Report on the Various Strategies Adopted by Google’s HRM for EmployeeRecruitmentt and Retention. 3

1.0 Introduction. 3

1.1 Purpose. 3

1.2 Scope. 3

1.3 Methods Used. 3

2.0 Background. 3

2.0 Brief Research. 4

2.1 Key Messages of Google: As an Organisation and Employer 4

2.2 HRM Theories Supporting Google. 5

2.3 Challenges Faced by Google in Recruitment 6

3.0 Recommendations. 7

3.0 Conclusion. 7

4.0 References. 9

1.0  Introduction

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1.1 Purpose

The main purpose of this report is to analyse the message behind the video provided in the assessment details file. The video is about some of the main processes of Google’s recruitment and working environment. This report is written on some of the main features of Google’s working environment explained in the video.

1.2 Scope

This report can be used as a way to know some of the main features of the Google’s HRM and recruitment features and why Google has become one of the most favorite employers’ in the world. It can provide brief information of some of the main aspects of Google’s working environment.

1.3 Methods Used

In order to provide the most beneficial report about Google’s working environment and HRM strategies; this report has been written by analysis of the various aspects of human nature and behavior like research, analysis, critical thinking, and written communication skills. Many relevant literature, journal articles, and books related to the same topic have been analysed before making this report.

2.0 Background

Google is one of the early pioneers of providing search engines to the internet users. Google had come into inception in the year 1998, founded by two Ph.D. students of the Stanford University; Larry Page and Sergey Brin. Google has become a giant company in a very short period of time; with the help of the internet boom.
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 It now has a market capitalization of around $327.4 billion dollars and the annual revenue for the company for the fiscal year 2017 is around $24.7 billion dollars. Google is basically an internet based services provider company, having specialization in providing search engine to the common internet users throughout the world. Google also deals in providing cloud computing, online advertising, software, hardware, and other internet related services to the internet users (Weber, 2017).

2.0  Brief Research

2.1 Key Messages of Google: As an Organization and Employer

Google is one of the most famous recruiters’ in the world and every software professional in today’s world dreams about working in Google. Google is designed and maintained around the capability to attract and leverage the global talent of exceptional technologists and business people from around the whole world. Google’s HRM and recruitment programs are best in the industry; having the main motivation of providing a better working environment for the employee; without bothering about the day to day vulnerabilities of working and personal life balance.

Google’s HRM and recruitment programs are geared up to the demands, so as to meet the requirements of the company’s rapid expansion throughout the world. This is the reason why Fortune Magazine (2013) has placed Google among the top 100 companies to work for. Google is the only company in the world that announced many programs of employee retention. For example, the company has provided many benefits to its employees like flexible working hours, allowing to wear casual dresses every day, permitting the employees to bring their dogs to work every day, providing special childcare facilities to the mothers of toddlers and newly born babies, free massage, fully equipped gym, employee stock options, free drinks and snacks throughout the working hours, and many more.
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 If this is not enough, then Google also provides an innovative way of working with its employees where the employees can provide 20% of their working time on personal projects. All these features have made Google one of the most famous recruiters throughout the world (Deery, 2008).

2.2 HRM Theories Supporting Google

There are many relevant HRM theories that are adopted in the provided video to attract the talented pool of right candidates for the Google. Through this video, Google has been successful to promote some of the unique and most attracting features of the company, which also supports the relevant HRM theories. In this video, a representative of Google; Jim Fitzpatrick has taken interview of some newly recruited and some old employees of the organization to discuss the main features of the Google as an employer, which makes this company and most famous employers in the world.

In one of the interviews taken by Fitzpatrick, the interviewer defines how things happen at a fast pace in Google, as compared to other companies the interviewer had worked for; where every assignment takes a long time for initiation and completion. This feature clearly demonstrates Google’s flexible recruitment process and how the company manages its employees for best performance within less time (Hueges & Rog, 2008).

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The employees who work for Google come from different sources of recruitment that are both internal and external in nature. On one hand, the company uses extensive measures to recruit the best pool of talented employees using promotions, transfers, and interns as the main source of internet recruitment.

On the other hand, Google also incorporates many external recruitment features, including educational institutions and respondents to the job advertisements. The internet has become one of the best sources of advertising and therefore Google has used the feature of web recruitment by posting its job recruitment video on the internet. The video posted on the YouTube clearly explained the benefits of being of part of Google, which can be called the best strategy of recruitment and HRM employed by Google (Bhatnagar, 2007).

2.3 Challenges Faced by Google in Recruitment

Although Google is one of the best employers’ in the world, having the best HRM recruitment and retention strategies in place, however, there are challenges and pitfalls that the company has been facing recently in its HRM recruitment and retention schemes. Many philosophers and earlier employees of the Google criticize the company of not having any formal recruitment strategy. Many applicants comment negatively on Google’s slow interview, recruitment, screening, and placement processes.

Google company’s willingness to limit permanent jobs in the company is responsible sometimes to attract and retain experienced staff, which may increase the cost of recruitment and retention for the company. Another very crucial drawback in the recruitment process in Google is that one of the co-founders of the company has to look through each applicant and give final offers, which may further hinder the overall process of recruitment. This sometimes may also become responsible for affecting the growth of the company, as the candidates may take other jobs in the related industry (Bauer, 1998).
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 Brewster (2008) argues that Google’s continuous recruitment of knowledge employees due to its extensive growth may negatively affect the productivity and the ability of current knowledge workers and due to this they may feel less motivated to perform on a big stage. As Google is an MNC, working in many parts of the world, so there may be some complications in following the compliances and regulations of the international business in some countries. Google may also face some conundrums to follow the rules and regulations related to the recruitment and employment in such respective countries.

In some cases, there is no guarantee on the skill sets and ability of the staff in various demographic locations. Moreover, Google also provides exclusive benefits of the stock profits scheme, which may seem plausible in terms of employee retention. However, these schemes are inspiring many young employees to take early retirements due to the wealth accumulated by them from the stock options programmes (Brewster, 2008).

3.0 Recommendations

Depending upon the earlier discussions of this report, following recommendations are invited: —

  1. Google must employ different HRM strategies in different demographics that must be in accordance with the respective regulations and compliances of employment and recruitment in different countries.
  2. Google must not deviate from the long-term employee retention strategies and avoid providing too much benefits of stock profit schemes.
  3. Google must be careful about making a balance with pleasure activities and the core business strategy.
  4. Google must employ the best performance management and reviewing strategies to ensure that every employee of the company is providing his or her best.
  5. Google must be careful while providing any facility to the employee and make sure that they may not hinder the natural flow of the project the employees are working on.

3.0  Conclusion

Google is one of the most highly reputed companies that provides the best in class employee recruitment and retention facilities to its employees. Google is the best internet-based company that provides every facility and feature to recruit the best pool of talented workers from the whole world. Google is also famous for providing best pay packages to its employees. However, it has been realized at some instances that Google’s HR policies and practices are contradictive in terms of productivity and efficiency of the company, which may further affect the business expansion and growth. This report has been written while considering the reliability and accuracy of the information. However, there may be some limitations of this report, depending upon the reliability and validity of the source of information.

Subject – Management

Pages – 8

Words – 1500

Price – Free

                     4.0 References

Bauer, T. N. (1998). Organizational Socialization: Review and directions for future Research. Greenwhich, CT: JAI Press.

Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Journal of Employee Relations, 640-663.

Brewster, C. (2008). Contemporary issues in HRM: Gaining a competitive advantage. Oxford: Oxford University Press.

Deery, M. (2008). Talent management, work‐life balance and retention strategies. International Journal of Contemporary Hospitality Management, 792-806.

Hueges, J. C., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 743-757.

Weber, H. (2017, April). Google parent Alphabet reports strong Q1 2017: $24.75 billion revenue, $7.73 earnings per share. Retrieved July 1, 2017, from venturebeat.com: https://venturebeat.com/2017/04/27/google-parent-alphabet-reports-strong-q1-2017-24-75-billion-revenue-7-73-earnings-per-share/

88x31 - Employee Recruitment and Retention Strategies of GoogleAll the research papers on this website are written by the Author himself and has copyrights for the same. The users are free to share it for personal use, but shall not distribute for commercial purpose. This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

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One Comment

  1. Bongani Mkhize said:

    A very interesting article and a usefull resource when dealing with Talent Retention Strategy

    August 28, 2019

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