Case Development

The company that chosen by us in this assignment is Google. Google is a company

that doing business of online advertising technologies, search, cloud computing,
software, and hardware. Google was started initially with the search engine called
backrub.com. In 1998, Google only named as Google.
The job specification of Google is not only depends on the educational level and
experience of people. Lately, there’s about 14% of employees in the group who worked
in Google do not have superior education background. Google put more attention on
the personality and ability of the people rather than education background of people
(Andersen, 2014). Education level is important, but the person should know how to
use the knowledge that learnt in university or other channels and uses it in the work.
Google wants to hire someone who is good at any field and not only specified in certain
field. Google requires the person who loved big challenges and always thinks out of the
box due to advancement of technology. Google needs someone who has learning ability
which is when the person is given a task, the person can do better and he or she will not
just has the knowledge in education without knowing how to apply in the work. Google
seeks for someone who has leadership characteristic. For example: the former position
of the person in the previous company is general manager. This previous position
cannot represents the ability of the person. Google needs someone who knows how to
lead and when to step in in the appropriate time when facing a problem. The person
should know when to step back and accept better ideas from others to solve the problem
in order to have good cooperation with other employees.
In order to place the right person in the right place, Google has few methods to
select people. Google will start with conversation with the recruiter, then a phone
interview and till the end will have an onsite interview at one of their office (Human
Resource Management, 2008) .In the interview process, the interviewer will ask some
tricky questions. For example: the interviewer will ask interviewee “How much should
you charge to wash all the windows in Seattle,” .This question sounds like irrelevant
towards the job hired in Google (Bhatt, 2016). However, this kind of questions can see
someone’s creativity and applicable ideas. Recruiter screen is the recruiter checks every
resume for technical requirements, education and experience to make sure the person
fits the position. Every year, Google had received about 1 million resumes. Phone
screen is the recruiter contacts the person, explains the process and tells the person what
company will expect from the candidate. The candidate needs to solve the technical
problems which may include coding a solution or white boarding a design if the
candidate is hiring for technical role in Google and the candidate will also be asked to
have certain education level if the candidate is hiring for engineer position. After that,
the interviewer will submit the feedback of the candidate in a standard format and will
have a numerical ranking to the candidate. Google will also do a search on the
truthfulness of the qualification that written by the candidate in resume. Hiring
committee is next process to be continued. The committee consists of senior managers
and directors, and experienced employees from that particular department. The
committee will review the result written by the interviewer and evaluate the result in
order to get the right person for a right job (Lombardo, 2017).
The person job-fit is to hire a right person and to place the person in a right position,
it follows the concept of needs-supplies perspective and demands-abilities perspective.
The person job-fit can be defined as ability of person meets the demand of the job. The
concept of needs-supplies is the person has the desires of the person and the
characteristics of the job can fulfil those desires. In Google, the employees can try any
new things that never try before (Sekiguchi, 2004).This is because Google allows the
employees to spend 20% of time to do the things that interested by them and this causes
50% of products from Google are innovated and invented (Slater, n.d.).Job demands
typically consists of the knowledge, abilities and skills required to perform at the
acceptable level in the job. For example: to become an engineer in Google, the person
needs to fulfil certain level of education.

Bibliography
(2008). In R. Mondy, Human Resource Management. Upper Saddle River, N.J.: Pearson
Prentice Hall.

Andersen, E. (2014, April 7). Retrieved from How Google Picks New Employees (Hint: It's Not
About Your Degree):
https://www.forbes.com/sites/erikaandersen/2014/04/07/how-google-picks-new-
employees-hint-its-not-about-your-degree/#d54ed6a25e4d

Bhatt, Y. (2016, May 28). Retrieved from Google's Recruitment and Selection Process:
https://www.slideshare.net/yashbhatt7982/googles-recruitment-and-selection-
process

Lombardo, J. (2017, January 28). Retrieved from Google’s HRM: Recruitment, Selection,
Retention: http://panmore.com/google-hrm-recruitment-selection-retention
Sekiguchi, T. (2004). Person-Organization Fit and Person-Job Fit in Employee Selection , 183-
186.

Slater, B. (n.d.). Retrieved from Why do People Want to Work at Google?:

https://blog.beamery.com/work-at-google/