Case Study: Google's Recruitment and Selection Process - MBA Knowledge Base (2022)

Google Inc., the world’s largest and most popular search engine company, is also one of the most sought after companies in the world. Due to the popularity of the company caused by its highly attractive compensation and benefits packages for its employees, millions of job applications are constantly received by Google on an annual basis. While other companies envy Google for attracting and acquiring such highly-talented and highly-skilled individuals from all over the world, the company finds it as a serious cause of dilemma.

When Google Inc. topped the ranks for the most popular companies in the world, it could no longer contain the number of applications it receives from thousands of job hunters from all over the globe. And since the company aims to hire only the best employees that fit the organizational culture and standards of Google, the company started thinking of ways to better improve its recruitment and selection process for its would-be employees.

In an article released in New York Times in 2007, Google Inc shared its non-traditional, highly creative and unconventional approach of selecting and hiring employees. Initially, the Google management sought the aid of its highly-competent and well-skilled technical staff in order to find ways to quickly go through and review the millions of applications it stored in its recruitment database.

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The Google Inc management also decided to focus on the distinct behavioral characteristics and personality that separates Google employees from any other employees in other known companies. It shifted its focus from academic qualifications and technical experiences to the applicant’s personality, creativity, leadership capacities, innovative and non-conventional ways of thinking and the applicant’s overall exposure to the world. The academic qualifications and the intensive job experience just came in as second priorities of the company in choosing the best candidates for any open positions.

Since then, the Google Inc company not only became known for its outstanding and “luxurious” job compensation and benefits packages it offers its employees, but also in making use of some of the most powerful recruitment assessment tools capable of picking the best employees in the world that fit the standards set by Google.

The Google Recruitment Process

One of the most notable statements of Eric Schmidt, the CEO of Google Inc. is that “Google invests in people.” The main reason why people from different cultures, have been dreaming of being recruited and hired by Google is that the company offers possibly the most outstanding job compensation packages any normal employee could ever enjoy.

In order to attract the best employees, Google draws them by the promise of wealth and luxury, providing their employees with almost everything an employee could possibly need, from absurdly high compensations to extravagant and luxurious benefits like gourmet food, carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil changes, massages, checkups and many more, all for free.

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Nevertheless, the recruitment process was also far beyond ordinary. Several people who have had experience in the Google recruitment process narrates that the experience was totally nerve-wracking. One applicant who underwent interviews for Google has had five to seven interviews in one day for two to three straight days. That applicant claims that the interviews were really tough with some of the brightest people in the world, conducting the interviews filled with brain teasers, algorithmic problems, and IQ tests.

Another applicant who also have had experiences in the recruitment process of Google claims that his Google experience was one of the most nerve-wracking adventures of his life. The interviewers were looking for extremely bright individuals and so the recruitment method was filled with IQ tests, brain teasers, algorithms, data structures, and a lot of mathematics involved in it.

The Google Selection Process

Google is no doubt the world’s best recruitment leader. Google is known for various unique approaches that it has utilized in order to attract the cream of the crop or the best of the bests. One way is through employment branding. Google has so successfully utilized their brand in order to attract the most talented and highly-competent individuals in the world. Because of their claim of providing the best employee-employer experience supported by the many perks, benefits and high salaries that Google employees get to enjoy, Google became the most desired companies for men and women in the world.

While the work and job responsibilities in Google are not that easy, the stock options benefit is one of the key drivers of retention and continuous acquisition of the best employees for this company. In 2007, employee turn-over at Google was reportedly less than 5% which was simply phenomenal. People didn’t want to leave the company because the amazing provisions and benefits that the company offers its employees. Moreover, the creative approaches of Google when it comes to hiring and retaining employees were simply exceptional. Employees claim that money was never an issue for Google in terms of utilizing it to take care of its employees.

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One notable recruitment technique that Google utilized in 2006 was the targeted and unobtrusive approach to sending recruitment messages. Google crafted a simple technique to recruit the best students in certain schools and universities to work for them. They allowed people from these schools to access the search portal of Google wherein the students’ IP address would be identified to see from what organization the person belongs into. The technique was successfully executed using a minimalist and unobtrusive style of recruitment wherein below the search box, the Google system would know whether the targeted student is graduating or not and whether or not they intend to work for Google after graduation. The approach was definitely a successful micro-targeted approach. It was also in the same year when Google opened up to the idea of an Employee Referral Program. In putting up this program, Google made sure that it would deliver them a world-class employee whose personality, qualifications and work ethics reflect the Google standards.

A year passed by and Google’s attempts for recruitment innovations continued to improve. In 2007, Google developed a simple and effective assessment tool to screen its millions of applicants all over the world via an algorithm assessment tool. The algorithm technique effectively separated the top and the best performers from thousands of candidates vying for a position. Moreover, the assessment tool was made sure to successfully predict the best possible candidates from the least and the average and has managed to resolve the issue on the usual assessment tools being used by most companies, relying mainly on the academic qualifications and intensive industry and job experience.

Truly, what separates the Google recruitment process from the typical and the usual recruitment methodologies that other companies employ is its ability to accurately identify the best candidates for the position using a more data-based and scientific approach to the recruitment process. Also, it has significantly reduced the reliability of interviews, which for most companies, serves as the final indicator of how well an employee will perform at work. Furthermore, the algorithm approach which is a common business model that the company employs was effectively used to assess whether potential candidates can indeed perform given the high performance standards of Google.

The secret to be selected as a Google employee is that one has to think a lot like an “engineer”. Apparently, Google expects their employees to be highly quantitative and highly analytical as well as highly capable of dealing with too many data all at the same time. During the interviews, an applicant must also be able to demonstrate his skill or capacity by writing codes, intelligently analyzing case studies and brain teasers and solving algorithmic problems on the spot. Also, Google is searching for applicants who are highly practical and are capable of making something out of nothing that people can make use of.

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The Google Interview Process

Since Google is known to be the ultimate recruitment and selection machine, its interview processes are also the most grueling experiences an applicant could ever have. Usually, the interviews begin using the telephone. Once the phone interviews conducted have been successful, the applicant would be scheduled by the recruitment officer and be invited for a series of five to ten interviews in one day with ten different people. For some people who have successfully undergone this process, they described it as the most excruciating employment experience of their lives as a lot of mental gymnastics were necessary to prove your skills.

There were many instances when the applicants were asked to write codes, brain storm, role play or solve mathematical equations on the spot just to prove that they are highly-skilled and competent. In other instances, the applicants are even tested of their marketing skills even though the position an applicant is applying for is highly technical. The interviewers seem to have control and power over the applicants letting them do everything just to prove that they are worthy for the position. Common questions involved computer network problems, Java programming and algorithms by which Google is known for.

Moreover, other applicants can rate and share comments on another applicant which Google can track and use as another basis for hiring or not hiring an applicant. Overall, the process was a lengthy, tedious and nerve-wracking experience which can possibly traumatize anyone whose dream is to work for one of the most prestigious companies in the world. Nevertheless, the perks and benefits are limitless and are more than enough to compensate for such a tough employment experience.

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FAQs

What is the recruitment and selection process at Google? ›

Google's recruitment process consists of five main parts: resume screening, phone screenings, on-site interviews, hiring committee reviews, and executive reviews.

Is Google's elaborate recruitment and selection system justified why or why not? ›

I think yes, it is justified because google is such a massive company with a very specific company culture. So, while their methods are elaborate, I think it ensures that the people they do end up hiring are those that align with the company and are likely to stay in it for a longer time.

Why did Google change its selection system how was the selection system changed? ›

Why did Google change its selection system? How has the selection system been changed? One of the main reasons why Google outlined a program to reorganize its selection system was the large flow of applicants, which made it difficult to evaluate all the strengths of job seekers effectively.

How long is Google recruitment process? ›

You can expect the process to take anywhere from 2-6 months. While Google does place importance on the candidate experience, they have to manage millions of incoming applications each year. A large number of their internal recruiters are temp staff, which means there's a constant inflow and outflow of recruiters.

Can a MBA get a job in Google? ›

MBA or equivalent practical experience. 7 years of experience working in the Advertising or Media Industry. 2 years of experience in delivery or client engagement or operations in Sales, Marketing Operations or Sales Enablement. 2 years of experience in managing teams.

Can I crack Google interview? ›

There are three big pitfalls when it comes to a Google interview: not knowing the Big-O complexity of an algorithm, having no knowledge of Google's expectations, and not articulating your problem-solving process. Keep these pitfalls in mind as you work.

What is the interview process at Google? ›

Here's what you need to know: Google's interview process takes around one to two months, and there are seven steps: resume screen, recruiter call, phone screen(s), onsite interviews, hiring committee, team matching, and salary negotiation.

Does peer based hiring lead to better employees? ›

Candidates are more comfortable with peers than supervisors, making it more likely they'll “let their guard down” and give better information about their fit. Employees become invested in a candidate's success. They also feel involved in the selection process, improving their morale.

Does Google still have a hiring committee? ›

Hiring committees at Google usually consist of four to five members who have had prior interview experience and understand the hiring attributes. At Google, the committees include peers and managers of various levels and a cross-functional member who can assess partnership ability.

Is Google lowering hiring bar? ›

There is no evidence that Google "lowers the bar," and this is a common misconception about diversity-focused hiring practices. The idea isn't to lower the bar to hire more candidates for the mere sake of their ethic or gender diversity.

How difficult is Google interview? ›

Google coding interviews are really challenging. The questions are difficult, specific to Google, and cover a wide range of topics. The good news is that the right preparation can make a big difference.

How many times can I apply to Google? ›

You can apply to up to three jobs within a rolling 30 day window. Focus on applying to jobs that are the most suitable match for your talents by carefully reading the overview and qualification information. See My Applications to review the jobs you've already applied for.

Is it hard to get a job at Google? ›

Google hires roughly 20,000 people annually, but with over 3 million applications submitted to the company each year, they have a 0.67% acceptance rate! Statistically speaking, it's easier to get accepted into Harvard than to get a job at the tech titan.

What is the salary of MBA in Google? ›

MBA Faculty Salary in Companies Similar to Google
Company NameAverage SalaryYearly YearlyMonthly
Google MBA Faculty Salary (Not enough exp. data)Not enough data Add Salary
Lucknow University MBA Faculty Salary (3-6 yrs exp)12,80,000/yr (12.0L/yr - 13.2L/yr)
1 more row

What is the salary for MBA students in Google? ›

How much does a MBA at Google make? MBA salaries at Google can range from ₹8,72,171-₹9,39,352. This estimate is based upon 1 Google MBA salary report(s) provided by employees or estimated based upon statistical methods.

Which category is best in MBA? ›

Here is a list of the top MBA courses and their career progression.
  • MBA in Digital Marketing.
  • MBA in Business Analytics.
  • MBA in Data Analytics.
  • MBA in Entrepreneurship.
  • MBA in Finance.
  • MBA in Strategy.
  • MBA in International Business.
  • MBA in Human Resource Management.
7 Sept 2022

Is it stressful to work at Google? ›

Is it stressful working at Google? Indeed's Work Happiness survey asked over 811 current and former employees if they felt stressed working at Google. Of the respondents, 52% said that they strongly agreed or agreed that they felt stressed at work most of the time. Learn more about work-life balance at Google.

Is Cracking Google Easy? ›

Its a tough process and can get a bit strenuous at times specially if you are working a full time job. A lot of articles on the internet have helped me during my preparation and this is one way of me giving back to the developer community.

How do I start preparing for Google? ›

The 4-Week Google Interview Preparation Study Plan
  1. Brush up on data structures and algorithms concepts. ...
  2. Solve at least 3 problems every day to get a hold of the concepts.
  3. You can spend a day or two searching for a good online resource to help you with your prep.

How many interview rounds does Google have? ›

Interview Rounds: Google has a total of 7 rounds. First two are telephonic interviews where the interviewer mostly asks one medium or two easy Algo DS problems to the candidate and the candidate has 45 minutes to solve the problems.

How do I know if my Google interview went well? ›

Here are 14 signs that your phone interview went well:
  1. They said they want to speak again. ...
  2. It was a long interview. ...
  3. You asked good questions. ...
  4. The interviewer asked about your availability. ...
  5. They said you seem like you're a good fit. ...
  6. The interviewer asked if you have other job offers.

What are the 3 types of interview questions? ›

There are numerous types of questions employers could ask you in an interview. However, these questions can be categorized into three main types such as Open-ended, Behavioural and Situational.

What are 3 important things to remember about hiring a new employee? ›

Hire the right person for the job
  • Create a clear job description. ...
  • Determine who is doing the recruiting. ...
  • Ensure each employee provides certain information for your records. ...
  • Maintain accurate tax records. ...
  • Understand your obligations. ...
  • Remember key dates and tasks. ...
  • Understand the rights of your employees.

What should I wear to a peer interview? ›

Generally, a job interview calls for you to wear professional, or business, attire. For men, this might mean a suit jacket and slacks with a shirt and tie or a sweater and button-down. For women, a blouse and dress pants or a statement dress is appropriate.

What kind of questions are asked in a peer interview? ›

12 examples of peer interview questions and sample answers
  • How would you handle a conflict with a coworker without addressing your supervisor? ...
  • What are your ideal traits for a coworker? ...
  • What words would you use to describe the ideal employee? ...
  • How would you rate your teamwork skills?

Does Google reject by phone? ›

About a week after my technical interview at Google, I got an email from my recruiter asking if I had time to chat that week.

Does Google pay for onsite interview? ›

Just like other companies who request onsite interviews, Google will pay the expenses for the flight and the hotel.

Does Google hiring committee reject candidates? ›

A hiring committee at Google had a reputation for being particularly tough. Each week the hiring committee would review the interview results from the weeks interviews and make the hire/no-hire decision for each of the candidates. This hiring committee wanted to keep their bar high, so they approved very few hires.

What percentage of applicants that make it to Google's hiring committee get approved? ›

Year after year, Google has been ranked as one of the top companies to work for, so it's no surprise that the tech giant receives roughly three million applications per year. With an acceptance rate of 0.2%, you'd have a better chance of getting into Harvard.

Why should we hire this candidate Google? ›

Show that you have skills and experience to do the job and deliver great results. You never know what other candidates offer to the company. But you know you: emphasize your key skills, strengths, talents, work experience, and professional achievements that are fundamental to getting great things done on this position.

Is Google having a hiring freeze? ›

Google has reportedly extended its hiring freeze as part of overall plans to slow hiring through the rest of 2022.

How do I prepare for a Google interview in a week? ›

Therefore, I recommend doing 3 different things:
  1. Review any specific topics that you feel iffy on. ...
  2. Do research on the company and try to understand what to expect. ...
  3. Do mock interviews. ...
  4. Data Structures & Algorithms. ...
  5. Problem solving strategy. ...
  6. Mock interviews.
2 Aug 2021

What percent of people pass Google onsite? ›

Onsite Interview Success Rate at Amazon, Apple, and Google

And like any other FAANG company, clearing The Loop is a tedious task, and only 3% of people pass the round. Apple also has a low success rate too. It is around 10%. The acceptance rate of Google is only 0.2%.

How do I prepare for a Google interview in a month? ›

  1. Learn as much as you can about the Google interview process (days 1–2) ...
  2. Benchmark yourself (days 3–5) ...
  3. Make a study list (days 3–5) ...
  4. Practice algorithms and data structures daily (days 6–30) ...
  5. Tackle as many programming questions as you can (days 16–30) ...
  6. Relax and get some good sleep (day 30)
10 Jan 2017

What is the lowest salary at Google? ›

What is the minimum salary in Google? Minimum salary at Google depends on the role you are applying for. For Analyst the minimum salary is ₹7.4 Lakhs per year, for Data Analyst the minimum salary is ₹19.7 Lakhs per year and so on.

How many interviews before Google offers? ›

Our process can be rigorous (typically 3-4 interviews in one day, either over video or in person), but it's also meant to be friendly, warm, and gives you the opportunity to get to know us better too.

How many Google interns get hired? ›

A Google spokesperson says Google accepts only 1,500 interns out of 40,000 applicants every year in the United States.

Which Google job is easy to get? ›

Working for Google and working with Google are two separate ways to make money online.
...
Google Jobs from Home That Are Worth Your Consideration
  1. Blogger monetizing with AdSense. ...
  2. YouTuber monetizing with AdSense. ...
  3. Google search engine evaluator.
18 Jun 2021

Does Google pay employees well? ›

How Much Does Google Pay? Google pays an average of $140,774 per year, or $67.68 an hour. Google pays workers in the bottom 10th percentile under $105,000 a year, while the highest earners in the top 90th percentile make over $187,000. Salaries vary by department as well.

Which programming language should I learn to get a job in Google? ›

Python. Python is the most preferred language for anyone who starts programming. It has a simple syntax, which is efficient for beginners to understand and use.

What is recruitment and selection procedure? ›

Recruitment and selection is part of a multi-layered process. Recruitment involves actively seeking out and advertising to potential candidates and obtaining their interest in the position. Selection refers to the process of determining the best candidate from the pool of applicants.

What is the interview process at Google? ›

Here's what you need to know: Google's interview process takes around one to two months, and there are seven steps: resume screen, recruiter call, phone screen(s), onsite interviews, hiring committee, team matching, and salary negotiation.

How do you get placed on Google? ›

Apply online

As you're browsing, keep in mind that you can apply for up to three jobs every 30 days. Sidenote: Most Googlers applied for other roles at Google before they eventually made it to interviews — not getting a role can often be a matter of timing, rather than a reflection of your skills or qualifications.

What are the 5 stages of the recruitment process? ›

Here are the five distinct phases during the hiring process that recruiters can assist hiring managers with: opening the requisition, screening the applicants, interviewing the candidates, selecting the best, and making the offer.

Which comes first recruitment or selection? ›

In recruitment, we advertise the job role and encourage the candidates to apply. Selection is the process in which we finally appoint the candidate for the particular job role. It is the first step towards the hiring process. It is the second step towards the hiring process.

What is the first step in the recruitment and selection process *? ›

Explanation: Developing a job application is the first step in the recruitment and selection process. The job application is developed with the help of personal planning and forecasting. The last step in the recruitment and selection process is interviewing candidates, and job offers are made.

How difficult is Google interview? ›

Google coding interviews are really challenging. The questions are difficult, specific to Google, and cover a wide range of topics. The good news is that the right preparation can make a big difference.

Is it hard to get a job at Google? ›

Google hires roughly 20,000 people annually, but with over 3 million applications submitted to the company each year, they have a 0.67% acceptance rate! Statistically speaking, it's easier to get accepted into Harvard than to get a job at the tech titan.

Is working for Google stressful? ›

Just because you got a job at Google doesn't mean you'll keep it. Working with the brightest minds in the world who are driven daily to reach new levels of success is intense and stressful. You better be ready to bring your top professional game every day. You'll need to keep up, or you could find yourself moving on.

What is the best recruitment process? ›

The recruitment process involves finding the candidate with the best skills, experience, and personality to fit the job. It requires a series of collecting and reviewing resumes, conducting job interviews, and finally selecting and onboarding an employee to start working for the organization.

What is the salary of a fresher in Google? ›

Average Google Software Engineer salary in India is ₹ 40.5 Lakhs per year for employees with less than 1 year of experience to 8 years. Software Engineer salary at Google ranges between ₹ 12 Lakhs to ₹ 100 Lakhs per year. Salary estimates are based on 1.7k salaries received from various employees of Google.

Will I get selected at Google? ›

One can apply for jobs at Google directly through the Google website. It's simple—enter the field of your preference, add your location, and finally add the skills and experience relevant to the job you're looking for. Google will filter jobs according to your set preferences; all you have to do is apply. 2.

Does Google send rejection emails? ›

PSA: yes Google will call to reject you.

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