Jeremy Bennett Google s New Search for the Best and the Brightest Case Study 1 ISM-3004

January 30, 2011

Google hires the best and brightest, only hiring the best performers academically, with perfect grades and a perfect SAT score. This was good practice for them initially, allowing them to recruit the best work pool the world had to offer, building an organization where the sharpest minds could flourish. Employees recall days before being accepted for the position where they were challenged by complicated brainteasers, and frequently attending more than a dozen on-site interviews. This practice was soon proving to be too complex, as Google was growing more rapidly than their hiring process would allow. By then end of March 2007, they had more than 12,200 employees and were continuing to grow rapidly. They were expected to be hiring as many as 200 new employees per week throughout the entire year of 2007. To keep up with the demand, the hiring process had to change. In addition to the rapid expansion of the company, they started to realize that excellent performance in academia did not always lead to excellent performance in the work force. A bit of book smarts not equaling street smarts, put simply. After realizing this, they decided that they should come up with some form of quantitative reasoning behind good candidates for employment. This started with current employees filling out a questionnaire designed by a psychologist that contained about 300 questions. The questions inside dealt with skill, behaviors, personality, and nontraditional factors. Other questions asked included Have you ever set a world record for anything? Have you ever turned a profit from catering or dog walking? These questions were designed to create profiles of employees that included their attitude, behavior, life experiences, and personality. After gathering this data, a score matrix was created that rated potential employees on a scale of 0 to 100. Based on their answers, their score was placed on the scale in reference to how likely they were to succeed at Google. After scoring every potential employee on this matrix, they were subjected to another questionnaire. These questionnaires were department specific, such as engineering, sales, finance, and human resources. Quantitative data collecting is not unique to Google; many other companies have used a wide range of tests to assess skills, intelligence and personality. But, as Michael Mumford notes, companies cannot rely completely on oddball factors of the questionnaires. Companies must also come to terms with the fact that a computer running an algorithm is a better source than a human is at finding talent, when utilizing this process of elimination.

especially if they know what answers the creator is looking for. allowing pet lovers to bring their animals in to the offices. it did create problems for them. I think that the traditional hiring process is too mundane for Google. they practice untraditional business processes (i. Maybe I m thinking too far in to this whole culture thing. it seems that the quantitative approach had a positive effect on the recruiting problems previously experienced by Google. Culture is what makes the company who they are. Hopefully. and our text is using citations from 2006 and 2007 (albeit the text was ©2009. and score well on a questionnaire. but I can t boldface lie to someone in person. they are the best of the best. anyone can do well on a questionnaire. according to an article in Business Insider. So. Google has kind of become such an engrained part of our culture. why didn t they create a new process? Was the quantitative approach to hiring a good solution to Google s recruiting problems? Yes. even noting that the process takes longer on its job interview FAQ portion of its website. which can answer questions. Truth be told. and that is when they created their new way of selecting employees. that is who they are. then the Don t be evil quote. They are searching for brains. 2007 and the information is probably a bit older than this article). What seems odd to me is that this interview was published in late 2009. This new process eliminated the need for repetitive interviews. It seems. Why then. complicated brainteasers. Interestingly.Did Google s traditional hiring practice create business problems? Yes. It seems that. What role does culture play in Google s hiring? I used to think that Google was a very cultural organization. amongst other things I have read about the company. or great recession. They soon realized this. though. a little Easy Rider of the information highway. did the new approach really work? Not in the least. that culture has little to do with the hiring process. Additionally. They are back to multiple interviews. the process may have changed a bit. according to Google s own website. the BI article also noted that Google was no longer hiring. anyways. this take on culture plays a part in the hiring processes at Google. I mean. . But that may have not lasted too long. amongst other things. and in fact laying off people due to the global economic downturn. their Don t be evil slogan.e. but it just doesn t seem that way to me. allowing dogs in the office. Google s own Peter Norvig has been quoted as saying One of the best indicators of success within the company was getting the worst possible score on one of your interviews. according to some additional research. a little Big Brother. Maybe culture is a big part of the hiring process. Brains is what Google does. They were hiring so rapidly that the traditional practices they were utilizing had created what seemed to be a backlog of employees. are they utilizing a process decades old for finding their employees? They are the future. and the lengthy process they required. I can make just about anything up about myself on paper.

as to not seem weak. although seemingly irrelevant. Example: they say their favorite meal was tea and crumpets outside the Queen s castle in England. The contents of what they brought also tell you what means the most to them on a physical level. they might be lying. for easier tracking. HRIS are the systems that create information about employees. HR tracks employee training. and probably not so well in an East-Asia office. 1. skills. These systems are necessary. If they answer nobody. or really smart. You are abandoned on a deserted island. then you know that they would fit well in your British offices. for middle management. but also in the rest of the business community so that the government can easily keep track of the company s Equal Employment Opportunity obligations. as well as the programs to determine an employee s current skill set and bettering that skill set. and for operational management. expectations of employees. then they rely on their peers for assistance. the answer to this question would provide you with an answer of whether or not they would be a good fit in that country. 4. monitoring employee wages and benefits. 3. and possibly correct a perceptual wrong. Who helped you the most with your homework in the eighth grade? This question. to you? This question could be appropriate because it would give the reader an idea of what the prospect thinks of the company. would stand to test the honesty of the prospect. it could be bad. who is with you and what did you bring? The answer to this question tells who the prospect is loyal to and who they think would be loyal to them. not just in the Google case for their amazing questionnaires and skill development processes. If they are applying for a job in another country. and they wouldn t have to explore the answer any further. But. What does Google mean.What kinds of systems described in this chapter are discussed in this case? Human Resources Information Systems are the systems discussed in this case. If the prospect answers one of their parents it could mean that they look up to and respect their elders. as well as help determine who he looks up to. Where was your favorite meal? The answer to this question could tell you whether the prospect is an avid traveler. If they answer a friend. HR is what turns names into numbers. Create a list of ten questions you think might be appropriate for Google s job applicant survey. It could be good. . and performance appraisals. Justify each question with a short explanation. 2. and the interviewer could ask what they meant by their answer. What HRIS does for senior management is it creates a plan for long-term labor force needs.

8. 10. If you could live in another time. Why do you want to work for Google? The answer to this will provide insight into what the prospect expects from Google. Professor Babcock. What is your favorite time of day? This answer would reveal the prospects best time to work. wishing to live in the renaissance? The time period that the prospect chooses would provide greater insight into what they expect of their fellow man. what would it be and why? The answer to this could be as complex as the rules of gravity. I was running out of ideas to ask. brand loyalty is defined as: the extent of faithfulness of consumers to a particular brand. after finding this list of 140 Google interview questions. what time period would you choose? Is the prospect a hippie? Or are they classical. 9. and what Google can expect from them. If you had to take Professor Babcock s ISM-3004 class at Edison. what they have learned about the past. 6. The nature of the answer provides insight into the prospects mindset. and how they can influence the future. If you could change anything. a different homepage theme. And. how would you want to be evaluated? Which evaluation techniques do you think favor your strengths? Which might expose your weaknesses? . how do you think you would do? The answer to this question literally has nothing to do with working at Google. or as simple as making Google.5. expressed through their repeat purchases irrespective of the marketing pressure generated by competing brands. But. If they answer that they are a night owl. An office like Google has to be operating 24 hours a day. Answering this question could prove whether or not the prospect would be loyal to Google. so I m sure there is a spot for someone who like being up late. What does brand loyalty mean to you? This question is simple. you should not be surprised if they perform poorly in the early morning hours. I am hoping a short anecdote will humor you. If you were applying for a job at Google today.

the evaluation technique I prefer is the questionnaire/survey technique simply because I perform poorly in a face to face environment. And believe me. 1. as well as a list of Google products. If Google ever got into the wrong hands. one user at a time right on the 10 reasons to work at Google. I love a written challenge. get extremely nervous. MIS IN ACTION 1. resume preparation tips. On the other hand. I just recently created a WordPress site. and don t answer things correctly in a pressure situation such as an interview. YouTube. I clam up. What skills are you lacking? How did the job posting make you feel about your chances of landing the job you want? The first job I came across that interested me is the User Experience Researcher. especially during the interview process. I enjoy the products that are currently available. They also have corporate info. I am a good test taker. What resources does Google provide for prospective employees on its Web site? Google offers insight in the hiring process. Imagine that you are preparing for a job interview at Google. This position intrigues me because. and think that researching what other users have to say would benefit everyone in making the site a better place. But. tech and business overviews. Twitter feed information. and a well rounded question answerer. Find a Google job listing that interests you and determine whether you will have the necessary skills to interview for the job when you graduate. an interview at Google would be a pressure situation for me! The interview process would obviously expose my weaknesses. how to prepare for an interview. couldn t it be used to spy on people? This question came to me from the statement Uniting the world. as they are looking for a Master s degree. I had no idea a User Experience Researcher was such a serious job!! 3. 2. and good paper writer. 10 reasons to work for them. as a YouTube user. online community experience. I will not have the skills when I graduate. according to this case study. and a spot to meet Googlers right on the main page of their job site. social media experience. I am nowhere near qualified to work there. Use the company s website to learn about the company and come up with three questions that you can ask your interviewer about the company. but perform poorly in a face to face challenge with people I don t know. if I were ever to be considered for a job at Google. and people who have made a difference using those technologies. Page . a questionnaire favors my strengths. the world must have ended. though. List your three questions along with links to the pages of the website that inspired your questions and descriptions of the content of those pages.Well. and I don t think it will make a difference to anyone! But on a serious note.

Why Google? This question simply stems from the previous questionnaires in the case study. What does Google want to accomplish? They are known for their amazing technological feats. what do they wish to do to leave a permanent impression on humanity? . They asked prospects the same question.2. so that people will never forget? Another question that came to me from the 10 reasons to work for Google page. If Google is so great. why can t we ask it back? 3. this question should spark a serious response from the interviewer. but what does Google want to do. and they are worth billions of dollars.

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