Google Recruitment Strategies

Presentation By (Group #6):

Bilal Shakir (20202-26831)
 
Saeed Ahmed (20202-26953)
Yasir Kamal (20181-23790)
Owais (20202-26952)
Saad (20171-22987)
Taha Shoaib (20181-23758)
Introduction
 Larry Page and Sergey Brin started Google as their
research project while doing there PhD at
Stanford university in California in January 1996 in
United States of America.

 Google is a multinational public corporation,

owned by Alphabet Inc. it develops and hosts
internet based services and products.

 Google is one of the biggest search engines in

internet and it processes a billion searches.

 Google is one of most dominant search engines in

United States with a market share of 65%.
Google Owns
 Web Based Services
- Gmail
- Google Maps
- Google Drive
- Google Translate
- YouTube
 Software
- Android Mobile Operating System
- Google Chrome
 Hardware
- Pixel
- Chromebook & Google Assistant
Google’s Hiring process
 Google’s hiring process is an important part of its culture.

 Googlers care deeply about their teams and the people who make them up.

 They also care about building a more representative and inclusive

workplace, and that begins with hiring.

 In order to truly build for everyone, they know that it needs a diversity of
perspectives and experiences, and a fair hiring process is the first step in
getting there.
action PLAN
Inside Google Recruitment Machine
THE TEAM:
 Kyle Ewing (Director of talent and outreach programs)
Googlers are everywhere and it's our job to connect with them where they
are.
Grow any skills they need to be at Google and hire them when they're ready.

 Olga Donnelly (Director for staffing teams)

Worked as a recruiter

 Anthony Abraham (look after Staffing channels organization)

Looking for talent in the marketplace
Starting to build discussions in relationship with that talent to understand
how they might actually fit into Google and what their aspirations are
 Role of Google Staffing
To hire the very best in the world to help Google achieve that audacious mission
 To hire the very best in the world to help Google achieve that
audacious mission.

(mission as a company is to organize the world's information make it

universally accessible and useful)
What makes Google's approach the
staffing really unique
 Focus not only on the short term but then also on the long term :

 Engage in building and developing talent for the future

 Maintaining those relationships

Staffing Channel Specialist Role
 Some of the first people that a candidate meets from Google

 Whole focus of the staffing channel specialists is to understand the

background of that individual

 Getting much more detail around what their stories and what's kind of
built
Recruiter Role
 Act as advocates for the company and for business leaders ,also act
as advocates for the candidates

 Recruiters also acts as a consultant and a trusted advisor

 To fill the skill gaps reaching out into the marketplace and identifying
those folks

 To be a great consultant and to be great trusted advisor you need to

be a really good listener as well
How we Really Partner with the
Business
 work very closely with hiring managers, with business leaders

 ask questions actually what is the business plan and business strategy

 what are the growth aspirations and how do we link the business
objectives
Core Values
 everyone does act as a owner within the organization
 everyone is focused on that ultimate objective i.e. bringing great talent
in
Community Building Efforts
 Google serve where people can get involved in passions and interests
and help bring their skills and expertise to bring out that won't
naturally or might be exposed.

 Employee resource groups being active and involved in terms of

building that environment where everyone feels like they belong and
everyone feels that they can thrive.
Six-week developmental opportunities
 apply to go to a different region or a different state and onto a
different team within the staffing community and work on an
initiative
 learn so much about yourself when you're taken out of your familiar
surroundings
Core attributes of Staffing Personnel
Four areas
1. Assess how a candidate thinks ; General Cognitive Ability
Reason: we're actually testing that how comfortable someone with moving
into a new area that they may have not worked in before

2. Leadership

3. Role related knowledge

Asses the foundation of candidate

4. Googliness
Their orientation on the collective version
Proactive sourcing and strategies
 Some of the tactical steps that Google’s taking across staffing to
really diversify pipelines for Google

 Google science fair and Summer of Code and these are all ways to
expose folks that might not have the opportunity like what is in
computer science

 Diversifying in the tech industry it’s something that we're really

passionate about .

 Obviously lead an organization of folks from all kinds of backgrounds

 How Google Work
Working culture at Google

20% time program

 Allengineers at Google are allowed to spend 20% of their time to

work on their self projects.

 This not only keeps them happy but they also feel valued

 Freedom of ideas

 Tech talk - Minimum 120 hours of training per year

Employees can take nap in a pod which
blocks out light and sound
Recommendations
Before Applying at Google – one should understand the following:

Self – Reflection
We recommend starting with an often-overlooked first step: focus on
you.
Have you ever discovered you’re good at something you're not passionate
about?

Resume
It’s tempting to take your last resume and update it, tweaking it a bit
here and there to include your latest work.
But we’d like to suggest that you go a little deeper — we think you’ll feel
much better about Google’s hiring process if you do.
Contd.
Focus
We want you to focus on the jobs that delight you and that you match as
opposed to submitting dozens of applications (it’s tempting, but it
doesn’t work well — trust us).
Quality, not quantity, is the way to go

Prepare yourself:
While the process may differ slightly for different roles or teams, the
same basics apply whether you’re applying for a tech job or a marketing
job, an internship or a leadership position.

Prepare yourself for Online assessments , Short visual chats, Project

work, in-depth interviews and Open-minded questions
Thank You