THE SELECTION PROCESS AT GOOGLE

THE SELECTION PROCESS AT GOOGLE

1. Introduce the case briefly by providing an overview/summary of what is happening in this situation.

The case is about the Google organization hiring process, which was developed due to the inefficiency of the previous method. The case gives an overview of how the name of the organization was found. The name is rooted in the organization’s mission. It states that the name emanated from a mathematical term given to the number 1 followed by 100 zeros, thus conveying the organization’s mission, which is to organize a large volume of information and make it available from all over the globe. As a result of the organization of data on the web by Google, it has become quite easy to access information from any point on earth using their search engine, which makes it many people’s choices. Apart from the web search engine rich in information, the organization also offers a wide range of products such as bloggers, Gmail, and maps, among others. The case also describes how the corporation was formed and how it started with only 30,000 employees and grew onwards as a result of being friendly to its employees with whom innovation the organization relies upon.

As a result, over 100,000 apply for jobs in the organization in a month. The sorting process can be challenging even though it provides an opportunity for the corporation to choose the best from the applicants. For this reason, the corporation had to do away with its traditional hiring process. The process consisted of academic considerations and a process where the qualified applicant had to go through over six interviews. The company, therefore, applied a similar method with which it uses in the search algorithms to efficiently search for sophisticated candidates through a biodata form. Once the applicant fills the way, it is subjected to the Google algorithm for sorting, thus identifying the best candidate for various positions. Once an applicant has been selected, he /she undergoes another interview over the phone and proceeds to the on-site discussion consisting of four interviewers. The interviewers comprise people from various departments who later converge to make the final hiring decision a process that can take up to a fortnight.

2. Why did Google change its selection system? How has the selection system been changed?

The reason behind google changing its selection system is that the organization receives a vast number of job applications of over 100,000 per month. The enormous amount of applications necessitated the corporation to have an efficient way to organize the information — additionally, the organization required to hire a sophisticated individual demonstrating abilities in teamwork, creativity, and leadership. Additionally, the organization needed an individual in whom it can rely upon terms creating necessary innovation under which the organization relies on highly. Therefore, the organization changed from its traditional hiring process, which consisted of the candidate to have a minimum grade at average to be at least 3.7. The candidate also had to undergo over six interviews. After the management was dissatisfied with this system, it developed another method that entails filling a biodata form or an online biographical information blank (BIB and subjecting it to the Google algorithm.

For the organization to develop a pattern for the google algorithm, forms were first filled by employees in the organization. The algorithm data comprised of questions such as whether one is an introvert or an extravert. Once a candidate has been selected by the algorithm, he/she receives a screening interview call lasting for about 35 minutes to determine the preliminary technical skills. Once the candidate passes the stage, he/she proceeds to an on-site interview where he/she is subjected to an interview by four interviewers. The on-site interviewers consist of various members who make the collective decision about a fortnight after the meeting. Additionally, the candidate is taken on a tour in the organization to familiarize him/herself with some work activities.  The method does not heavily rely on academic qualifications but on creativity evidence.

3. Using evidence to support your position, would you argue that the changes implemented are an improvement compared with Google’s previous selection system? Why or why not?

The changes implemented are quite an improvement to the previous interviewing process. The prior method of interviewing relied heavily on academic qualification rather than majoring on hiring a well-rounded individual. For instance, the first qualification of the traditional way required a candidate to have a minimum of 3.7 on the average grade. However, the new system requires the candidate to fill the biographical information blank form, which assesses the individual as a whole. Additionally, in the original method, they usually consider hiring candidates who display leadership and teamwork abilities. These virtues are the basis under which the new system was developed. Another point of concern in the interview in the original order the instructions state that it does not matter if you are right or wrong but rather how you chose to solve the problems. The implication is that creativity is the crucial point of the whole process.

4. Is using an online biographical information blank (BIB) the best way for Google to manage the large volume of applications? Why or why not? Be sure to consider issues of privacy and potential for adverse impact on minority applicants.

Using the biographical information blank (BIB) provides the most efficient method of sorting the applications due to the large number. Considering that the Google organization receives more than 100,000 requests monthly, which equates to over one million, which the algorithm processes without manipulation, then it is quite an efficient method. Apart from saving the company time and resources, the way recommends a candidate suitably based on the previous data of the company employees. Therefore, it reduces the candidates who proceed to the other levels of the interview. In the initial stage of filling the form, the candidate provides personal information for the algorithm to evaluate to determine personal values such as attitude. Should this type of information fall in the hands of individuals with malicious intent, then the aftermath could be catastrophic. For instance, people could use it for stalking, which is a crime prohibited by the state. However, taking into consideration that the Google organization does not share the information, then personal privacy is not invaded by the third party. Since the applicants consist of people from various age groups, the search algorithm does not consider discrimination based on one’s background. Therefore, BIB has no potential effects on the minority.

5. Will the new system be more effective at helping Google to hire candidates who will be more “well rounded” (i.e., have demonstrated abilities in leadership, teamwork, creativity, etc.)?  Why or why not?

Yes, the new system will be quite useful in aiding Google to hire well-rounded individuals. For instance, the difference between the new and the old system is that there is an inclusion of filling the biography information blank in the original order, which was not in the traditional method. Apart from saving time and the facilities’ resources, it is efficient in handling the load of information provided by applicants. Additionally, the new approach encompasses considering if a candidate has necessary abilities such as leadership, teamwork, which required to sustain the corporation, unlike the traditional method whose first consideration was education background.

The substitute to education in the new system is considering how and individual perceives and solves problems, thus depicting creativity. Consideration is the most sensible since corporation survival relies on creativity from its employees. Therefore, the step-by-step process in the new system consisting of filling the BIB, then the screening call, and finally, an on-site interview will aid Google organization to hire well-rounded individuals.

6. What alternative ways are there of identifying the kind of “well-rounded” candidates Google is looking for?

One of the ways which can be used to evaluate a well-rounded candidate is through aligning the individual’s hard skills. The process comprises assessing an individual’s proficiency and whether they have the required certificates. These hard skills are measurable and tangible, therefore vetting them is easy. The method also encompasses assessing if the individual is culturally fit and their soft skills. The soft skills consist of personal behavior, which determines if the candidate can be absorbed in the company culture. In assessing the soft skills, the candidate is tested the ability to give and receive feedback, communication, and communication styles. Lastly, in evaluating the soft skills, the candidate should be checked on how willing they are to learn and be coached, and the time taken to understand. However, the process requires in-house resources, which is a crucial factor to consider.

Another criterion that should be considered while hiring is through taking the candidate through the recruiting map. The recruiting plan entails developing a job posting where desirable skills such as strong collaboration skills, productive multitasking, and creative problem solving are identified. Also, use multiple evaluations in the hiring process.  The assessment process may consist of; reference check, background check, a technical test, phone interviews, and in-person interviews several. The method may also include a paid trial project where the company offers temporary candidate projects before they hire the candidate to be a full-time employee — the process aids in assessing the candidate’s skills on the real performance as part of a team. Additionally, the employer can asses the employees’ culture and work ethics without much risk.

Finally, conducting of the one-way video interview is also another way of identifying a well-rounded candidate. In this process, the employer sends the questions to the candidate who interviews him/herself, then sends the video to the potential employer. The method is adequate, and the video assessment by the employer can be done at any time. When we put together these processes of interviewing, we can hire a well-rounded candidate possessing leadership and teamwork abilities being searched in candidates by employees.

7. Imagine that you have been put in charge of staffing at Google. Using evidence to support your approach, explain how you would determine whether the online BIB and interviews are helping Google accomplish its employee selection objectives?

Firstly, the step I would take is assessing the employees hired through the BIB and interview process is through setting performance standards. The set standards should outline the duties an employee is expected to undertake. These standards should be applied to every employee who holds such a position. Additionally, these standards should relate to the employee’s job description and achievable. Secondly, I would give regular feedback about the ongoing of the company, which should help employees gauge how they are performing periodically (Meyer, 2020). Giving feedback regularly also helps the employees asses their yearly goals, thereby keeping the employees on track and improve their morale. The process will help in ensuring that assessing the two methods on a personal basis is not interrupted, thus determining the difference between two individuals will not be a hard task. One of the critical aspects I would observe while evaluating employees is basing everything on performance, which makes the outcomes of the results not to be biased.

References.

Meyer, S. (2020). Hiring 101. Nursing Management (Springhouse), 51(1), 51-53. doi:10.1097/01.numa.0000617040.80814.15