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RECRUITMENT

Owns:

101

United States-headquartered, MNC

Specializing in Internet related products and

services

Main product: Google.com

Have branched into other products

Google’s Corporate Culture

google-‐do-‐cool-‐things-‐large.png Fun Creative Stimulating People-centric

Fortune’s Top Employer in 2014

Getting a job at Google

Google receives over one million resumes per year.

Of this, they hire 4000 - 6000 people

0.01% - 0.04%

Applying to Google

Choose relevant

field

Choose geographic

area, position of

interest

Job details, press APPLY

Add information

and documents

Applying to Google

1)  Recruiter screen Recruiter screens

every resume to look for a potential fit.

2) Phone screen Recruiter contacts

you, explains process and lets you know what to expect.

3) On-site interview With 4 or 5 other people for

45 minutes each. May be asked to solve technical

problems, and quizzed about unconventional topics.

Applying to Google

4) Interview feedback Each interview submits their

individual feedback (numerical) about the

candidates. A search is done to match the candidate’s

resume to employees’ resumes.

5) Hiring committee Consists of senior

managers and employees. They

review all feedback, resumes and work

experience.

6) Executive review

Senior executive reviews every offer.

Applying to Google

7) Compensation committee

Determines the appropriate total

compensation for the offer.

8) Final executive review

Makes final review of offer before extending

to candidate.

9) The Offer Recruiter notifies

candidate of offer, explains all details.

The Ideal Candidate

Smart, team oriented Open to change & challenges Leadership, ‘Googleyness’

“We’re looking for people who are good for Google—and not just for right now, but for the

long term.”

Internal Identity of

"Great work-life balance with

adequate opportunity for

career development"

“Incredible working

environment, incredible

facilities. Food is the biggest

perk.”

“I got to meet many smart people, but he

company towards the last part of my tenure has

been way too political for my taste.”

“Google takes amazing care of its employees - be it trainings for work, education program support, or free massages J” "You can feel that it's a

really big company now – it’s difficult to

advance & a lot of red tape"

Core Values of Google

Don’t be evil

Innovation is our

lifeblood Care for our community

Working with great people

Employer Branding

Establish an image of the employment experience

“What’s in it for me”

Attract the right candidates

Create a synergy with consumer brand: align promise to customer with promise to employees

Development of an appealing image for current and potential employees

External image Internal identity

ExternalImage

InternalIdentity

ExternalImage

InternalIdentity

“I worked at Google for 3 years and it was very difficult to leave but there was one major factor that helped me make the decision - the impact I could ever

have on the business as an individual was minimal.”

Ample opportunities for growth

All in all alignment between external image and internal identity, but some underlying contradictions

Great work-life balance“There's a lot of peer pressure to spend

a lot of time at the office because everyone else is spending time at the

office.”

“It’s really the people that make Google what it is. We encourage

interactions between Googlers within and across teams.”

“Management could use some brush up on interpersonal skills and how to

effectively manage a team- and moreover, take the time to manage

and develop a team.”

Competitors’ Attraction Strategies

VS

Facebook’s Attraction Strategies

Not purely grade-focused

Open communication within the workplace

Encourage employees to pursue their own interests

Culture•  Authenticity •  Meritocracy •  Connection •  Talent-centricity

The Talent

Compact

The Talent

Compact Promises

Made Promises

Kept

Brand•  Known for

excellence •  Leading global

company •  Inspirational

leadership

Purpose•  Guiding mission and

values •  Global citizenship •  Committed to the

region

Opportunity•  Challenging work •  Accelerated career track •  Continual training/

development •  Competitive pay

Framework for Attracting and Retaining Talent

Instead of having inspirational leadership, CEO Mark Zuckerberg and COO

Sheryl Sandburg were said to have an attitude of moral

superiority

Autonomous decision making implies lack of the

communication within – contradicted the open

communication strategy

Difficult to work in teams as individuals are

encouraged to “be themselves”

Lack of focus; no clear directions

Strong inclusive

management style

Employee participation in philanthropic

activities

Flexible work arrangement practices e.g.

paternity leave

Vibrant and passionate company culture

The Talent

Compact

The Talent

Compact Promises

Made Promises

Kept




region




leadership

Opportunity•  Challenging work •  Accelerated career track •  Continual training/

development •  Competitive pay

Bosses screamed and blamed employees for

everything, whether it was their fault

Instead of focusing on accomplishments, managers used a

personality test to assign roles to create teams

and projects


Strong brand image

Work opportunities from home and overseas

Good salaries for many positions

Substantial benefits like healthcare and 401k

Excellent leadership

The Talent

Compact

The Talent Compact

Promises Made

Promises Kept



region




leadership


Opportunity•  Challenging work •  Accelerated career track •  Continual training/development •  Competitive pay

A lot of frustration with the middle management

Middle management filled with many inexperienced managers,

making long term development difficult for the

company

Communication is one-directional (top-down) High secrecy level as

employees cannot talk about Apple

Raises are small or non-existent

Close to zero opportunity to move up


Oliver Molander

Work Experiences: Key Account Manager, Google EMEA HQ (Dublin, Ireland) November 2013 – Present

Education: Hanken School of Economics, Helsinki Strategic Marketing & Economics Class of 2013

Oliver Molander

Question: What attracted you to Google over their competitors?

“ - Strong consumer brand - Asset on resume - Interesting job tasks ” Question:

What was the recruitment process like?

“ - Got contacted by Google directly - One month, 4 phone and 3 face-to-face interviews later, an offer was made ”

Oliver Molander

Question: Could the recruitment process be improved?

“ - Generally fast and efficient - Many rounds involved - Interview was rescheduled twice at short notice ” Question:

Do you see Google as a long-term employer?

“ - More of an incubator - Strong contact network - Possibility to broaden knowledge - Might be short-term, but gained valuable experience”

Oliver Molander

Question: Is working at Google as you expected?

“ - Great culture and colleagues - People with ambition, drive and ability to think in global scale - Google as employer gives credibility - Corporate processes a slight disappointment ”

Recommendations

Improve Strategic

Alignment

Balance between business and

pleasure

Clearer progression

paths

Improve middle management

Incentives to retain workers as

they get older

Benefits for people with

families

THANK YOU

Does Google attract you as an employer?

QUESTION & ANSWER

Do you think Google performs better in the aspect of attracting talent than its main competitors (Facebook, Microsoft, Apple etc)?

In many ways the attraction of Google is already is top notch. Are there any ways to increase the attraction factor of Google even further for

recent graduates?

Do you think that Google’s recruiting process attracts only people with similar

characteristics?

Any views on Google’s future? Do you think it will continue to be “the” place to

work in?

Have you ever applied to Google? What do you think about the recruiting process?

Business

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