Answer to the Question no:1

There must be stringent screening requirements in place to hire the best candidates from all over
the world. First and foremost, an applicant pool must be established, which can be accomplished
in a variety of ways, including,

 Internet Recruiting
 Referrals
 Walk In
 Outsource Recruiting

But, to me Google should follow the process of interviewing and hiring them which is known as
a three-step technique. The following are the three steps:

Step 1: Poaching from your competitors: In the recruitment world, “poaching” refers to the
practice of hiring current or former workers from a rival or related organization. You have open
positions that require specific expertise and skills, and anyone who already works in your
business most certainly possesses the qualities you need. Though loyalty to one's employer is a
commendable trait, it is by no means necessary. Professionals have the freedom to pick when
they want to work and whether they choose to change jobs. All needs to advance in their careers
and seek out jobs that can improve their lives. You should always aspire to attract great talent
and help them flourish in your organization, but you won't necessarily have a senior role open for
someone to step up to or match with their personal timetable.

Step-02: Existing Employee Referrals and Incentive Plans: Employee referral programs are a
critical recruitment tool. In the website, bulletin boards, and/or wallboards, the employer
publishes job opening notices and requests for referrals. It frequently provides incentives or cash
rewards for referrals that result in jobs. Incentives range widely from business to company, with
cash, gift cards, flights, and even vehicles being given out. According to a study conducted by
World at Work, the worth of bonuses ranged from $250 to more than $25,000 (for executive
positions), with the most general range ranging between $1000 and $2500. Employers also
assume that tapping into existing employees' social networks can be more cost-effective than
most hiring methods, such as using executive search firms. According to certain studies,
compensation schemes produce higher-quality employees and improve worker productivity.
Step 3: Attend the Best Universities or Campus Recruitments: Sending a delegate from an
agency to a college campus to prescreen and build a candidate pool from the graduation class,
which is a valuable source of management trainees and skilled and technical staff. To draw
successful applicants, decide if the nominee is deserving of further consideration. In terms of
definition, campus recruiting refers to the mechanism by which major corporations seek to fill
specific open vacancies by hiring students or recent graduates from different campuses. With the
number of millennials and freshers rising at an alarming pace, performing campus recruiting and
attracting new talent has been an inextricable part of most companies' hiring procedures. Campus
recruiting has long been synonymous with big companies looking for applicants in large
numbers.

Answer to the Question no:2

These are the five HR strategies or activities that we believe Google has or can apply in favor of
its strategy:

 Google Has Changed the Work With "20% Time": The central component of modifying
the job so that the work itself becomes a vital attraction and retention force as well as a
source of creativity and inspiration is what Google refers to as "20 percent work." There is no
concrete concept of 20 percent employment, although for technical workers, it usually
suggests that the employee spends the equivalent of one day a week of their own
investigating personally chosen tasks that the employer sponsors and promotes.

 Human resource practices: A flat organization, a lack of hierarchy, a relational

environment—to maintain these while they begin to expand, spread, and filter into new
offices around the globe. Also. Google is constantly putting in enormous effort to support its
employees' learning processes. Google provides free lectures to its staff either.

 More money up front: Approximately 1,000 Google employees were benefitted in 2004,
when the company's high-profile initial stock offering made them instant millionaires.
 Giving a preview of the culture: Everyone at the firm seems to like what they do, and
people really hope they can make a difference. It is incredibly rewarding for employees to
come to work every day recognizing that their efforts will be seen by millions of people.
Google's corporate ethos is a driving force behind the company's continued dominance in the
information technology and online advertising sectors. The rituals, customs, and behavioral
values that primarily affect employees' attitudes are referred to as organizational culture, or
corporate culture in this case. Employees at Google are encouraged to exchange knowledge
in order to help the company innovate. Everyone at the company seems to like what they do,
and everyone is hopeful that they will make a positive impact. Coming to work every day
knowing that their contributions can be heard by millions of people is immensely rewarding
for workers. Google is known for its innovative culture. In order to foster a creative spirit, the
organization also stresses the value of employee transparency. The resulting breakthrough
can be applied to Google's competing strategies in a variety of industries. In the online
advertising market, for example, the firm innovates its technology assets and services.

 The World's First Recruiting Culture: Google has done what no other company has ever
done. They have built what can only be described as a "recruiting machine" in less than a few
years. Google is also an equal opportunity workplace. During the recruiting process, no
gender, ethnicity, age, color, or religion is taken into account.

Finally, we can conclude that Google needs employees who are super bright, who work hard,
mostly around the clock, and who are agile and maintain a good work-life balance to help its
development and expansion plan.

Answer to the Question no:3

The sorts of values and cultures Google cherishes for their candidate selection. Let’s describe the
four specific activities that Google pursue during new employee orientation which includes:

 To immerse in the Google community, use a checklist, employee handbook, and

orientation schedule to orient all new hires consistently:
 An orientation program will help new hires feel at home and like they're part of the team.
Orientation systems differ by sector, management style, and corporate culture. Employees
will learn about your organization, what's expected of them, and how they work into the big
picture through your orientation program.

 Educate new employees about the enterprise by submitting an invitation, including a

welcoming package, and so on:
Start training to embrace the new hire even before they arrive. The more information your
new recruit has about the business and the plans for their first few weeks on the job, the less
anxious they will feel for their first day. Before they begin, check in with them to let them
know what to expect and how to plan. A small gesture such as an employee welcome box or
"fact sheet" will go a long way. It should contain any of the standard HR documents,
corporate rules, an employee handbook, and stationery, so it's a smart idea to tailor it to the
new employee's specific job responsibilities.

 By welcoming new hires to have coffee or lunch with senior management, you will
promote contact and a sense of priority.
Maintaining successful relationships with all of the company's stakeholders, including
clients, vendors, corporate associates, and, most notably, staff, is one of the most significant
responsibilities of any business owner or chief. However, getting to know all of the
employees well and paying attention to their thoughts and needs can be difficult at times.
This condition can be improved by fostering a positive business atmosphere. Employee-
employer relationships are fostered by a special tradition. This would help to improve
workplace connectivity.

 Reduce the burden of beginning a new career by assigning new hires to a more senior
or seasoned team member who will guide them over the first few weeks:
It can be thrilling to start a new career, but it can also be frustrating and exhausting. New
project managers have the necessary expertise to excel in their new positions, but they are
inexperienced with their new peers as well as the company's hierarchy and business
processes. Assigning a workplace buddy to assist with the transition into new positions can
 be extremely helpful for all parties involved, especially during the onboarding phase.
Incorporating a buddy scheme into the workplace not only helps the new employee, but it
may also be beneficial to the business.

So, I believe that by using the four practices mentioned above, Google orients new employees in
order to recruit new applicants for a brighter future for the Google website.