RECRUITMENT AND SELECTION

Learning Outcomes
• Understanding recruitment and selection
• Analysing process of selection and sources of recruitment
• Insight into CSR activities and business ethics
 RECRUITMENT
• Recruitment refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees.
• In other words, it involves everything from the
identification of a staffing need to filling it.
SOURCES OF RECRUITMENT
 SELECTION
• Selection is a process of identifying and hiring the
applicants for filling the vacancies in an organization.
• Employee selection is a process of matching
organization's requirements with the skills and the
qualifications of individuals.
PROCESS OF SELECTION
Case study of Recruitment and Selection Process
• Google Inc., the world’s largest and most popular search engine company, is also one of the
most sought after companies in the world. Due to the popularity of the company caused by
its highly attractive compensation and benefits packages for its employees, millions of job
applications are constantly received by Google on an annual basis. While other companies
envy Google for attracting and acquiring such highly-talented and highly-skilled individuals
from all over the world, the company finds it as a serious cause of dilemma.
• When Google Inc. topped the ranks for the most popular companies in the world, it could no
longer contain the number of applications it receives from thousands of job hunters from all
over the globe. And since the company aims to hire only the best employees that fit
the organizational culture and standards of Google, the company started thinking of ways to
better improve its recruitment and selection process for its would-be employees.
• In an article released in New York Times in 2007, Google Inc shared its non-traditional,
highly creative and unconventional approach of selecting and hiring employees. Initially, the
Google management sought the aid of its highly-competent and well-skilled technical staff in
order to find ways to quickly go through and review the millions of applications it stored in its
recruitment database.
• The Google Inc management also decided to focus on the distinct behavioral characteristics
and personality that separates Google employees from any other employees in other known
companies. It shifted its focus from academic qualifications and technical experiences to the
applicant’s personality, creativity, leadership capacities, innovative and non-conventional
ways of thinking and the applicant’s overall exposure to the world. The academic
qualifications and the intensive job experience just came in as second priorities of the
company in choosing the best candidates for any open positions.
• Since then, the Google Inc company not only became known for its outstanding and
“luxurious” job compensation and benefits packages it offers its employees, but also in
making use of some of the most powerful recruitment assessment tools capable of picking
the best employees in the world that fit the standards set by Google.
 The Google Recruitment Process
• One of the most notable statements of Eric Schmidt, the CEO of Google Inc. is that “Google
invests in people.” The main reason why people from different cultures, have been dreaming
of being recruited and hired by Google is that the company offers possibly the most
outstanding job compensation packages any normal employee could ever enjoy.
• In order to attract the best employees, Google draws them by the promise of wealth and
luxury, providing their employees with almost everything an employee could possibly need,
from absurdly high compensations to extravagant and luxurious benefits like gourmet food,
carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil
changes, massages, checkups and many more, all for free.
• Nevertheless, the recruitment process was also far beyond ordinary. Several people who
have had experience in the Google recruitment process narrates that the experience was
totally nerve-wracking. One applicant who underwent interviews for Google has had five to
seven interviews in one day for two to three straight days. That applicant claims that the
interviews were really tough with some of the brightest people in the world, conducting the
interviews filled with brain teasers, algorithmic problems, and IQ tests.
• Another applicant who also have had experiences in
the recruitment process of Google claims that his Google
experience was one of the most nerve-wracking
adventures of his life. The interviewers were looking for
extremely bright individuals and so the recruitment
method was filled with IQ tests, brain teasers, algorithms,
data structures, and a lot of mathematics involved in it.
 The Google Selection Process
• Google is no doubt the world’s best recruitment leader. Google is known for various unique
approaches that it has utilized in order to attract the cream of the crop or the best of the
bests. One way is through employment branding. Google has so successfully utilized their
brand in order to attract the most talented and highly-competent individuals in the world.
Because of their claim of providing the best employee-employer experience supported by
the many perks, benefits and high salaries that Google employees get to enjoy, Google
became the most desired companies for men and women in the world.
• While the work and job responsibilities in Google are not that easy, the stock options benefit
is one of the key drivers of retention and continuous acquisition of the best employees for
this company. In 2007, employee turn-over at Google was reportedly less than 5% which
was simply phenomenal. People didn’t want to leave the company because the amazing
provisions and benefits that the company offers its employees. Moreover, the creative
approaches of Google when it comes to hiring and retaining employees were simply
exceptional. Employees claim that money was never an issue for Google in terms of utilizing
it to take care of its employees.
• One notable recruitment technique that Google utilized in 2006 was the targeted and unobtrusive
approach to sending recruitment messages. Google crafted a simple technique to recruit the best
students in certain schools and universities to work for them. They allowed people from these schools
to access the search portal of Google wherein the students’ IP address would be identified to see from
what organization the person belongs into. The technique was successfully executed using a minimalist
and unobtrusive style of recruitment wherein below the search box, the Google system would know
whether the targeted student is graduating or not and whether or not they intend to work for Google
after graduation. The approach was definitely a successful micro-targeted approach. It was also in the
same year when Google opened up to the idea of an Employee Referral Program. In putting up this
program, Google made sure that it would deliver them a world-class employee whose personality,
qualifications and work ethics reflect the Google standards.
• A year passed by and Google’s attempts for recruitment innovations continued to improve. In 2007,
Google developed a simple and effective assessment tool to screen its millions of applicants all over
the world via an algorithm assessment tool. The algorithm technique effectively separated the top and
the best performers from thousands of candidates vying for a position. Moreover, the assessment tool
was made sure to successfully predict the best possible candidates from the least and the average and
has managed to resolve the issue on the usual assessment tools being used by most companies,
relying mainly on the academic qualifications and intensive industry and job experience.
• Truly, what separates the Google recruitment process from the typical and the usual
recruitment methodologies that other companies employ is its ability to accurately identify
the best candidates for the position using a more data-based and scientific approach to the
recruitment process. Also, it has significantly reduced the reliability of interviews, which for
most companies, serves as the final indicator of how well an employee will perform at work.
Furthermore, the algorithm approach which is a common business model that the company
employs was effectively used to assess whether potential candidates can indeed perform
given the high performance standards of Google.
• The secret to be selected as a Google employee is that one has to
think a lot like an “engineer”. Apparently, Google expects their
employees to be highly quantitative and highly analytical as well as
highly capable of dealing with too many data all at the same time.
During the interviews, an applicant must also be able to demonstrate
his skill or capacity by writing codes, intelligently analyzing case
studies and brain teasers and solving algorithmic problems on the spot.
Also, Google is searching for applicants who are highly practical and
are capable of making something out of nothing that people can make
use of.
 The Google Interview Process
• Since Google is known to be the ultimate recruitment and selection
machine, its interview processes are also the most grueling
experiences an applicant could ever have. Usually, the interviews
begin using the telephone. Once the phone interviews conducted
have been successful, the applicant would be scheduled by the
recruitment officer and be invited for a series of five to ten interviews
in one day with ten different people. For some people who have
successfully undergone this process, they described it as the most
excruciating employment experience of their lives as a lot of mental
gymnastics were necessary to prove your skills.
• There were many instances when the applicants were asked
to write codes, brain storm, role play or solve mathematical
equations on the spot just to prove that they are highly-skilled
and competent. In other instances, the applicants are even
tested of their marketing skills even though the position an
applicant is applying for is highly technical. The interviewers
seem to have control and power over the applicants letting
them do everything just to prove that they are worthy for the
position. Common questions involved computer network
problems, Java programming and algorithms by which
Google is known for.
• Moreover, other applicants can rate and share comments
on another applicant which Google can track and use as
another basis for hiring or not hiring an applicant. Overall,
the process was a lengthy, tedious and nerve-wracking
experience which can possibly traumatize anyone whose
dream is to work for one of the most prestigious
companies in the world. Nevertheless, the perks and
benefits are limitless and are more than enough to
compensate for such a tough employment experience.
CORPORATE SOCIAL RESPONSIBILITY
• Corporate social responsibility (CSR) is a self-regulating
business model that helps a company be socially
accountable—to itself, its stakeholders, and the public. 
• By practicing corporate social responsibility, also
called corporate citizenship, companies can be conscious
of the kind of impact they are having on all aspects of
society, including economic, social, and environmental.
• To engage in CSR means that, in the ordinary course of
business, a company is operating in ways that
enhance society and the environment, instead of
contributing negatively to them.
Section 135 of the Companies Act, 2013
 ADVANTAGES OF CSR
• Improved public image
• Increased brand awareness and recognition
• Cost savings
• Advantage over competition
• Increased customer engagement
• Greater employee engagement
• More benefits for employees
 TATA Steel
• Project Mansi
• Mission 2020 For Agricultural Development

https://www.vskills.in/certification/blog/csr-activities-indian-c
ompanies/
 BUSINESS ETHICS
• Business ethics is the study of appropriate business
policies and practices regarding potentially controversial
subjects including corporate governance, insider trading,
bribery, discrimination, corporate social responsibility, and
fiduciary responsibilities.
• The law often guides business ethics, but at other times
business ethics provide a basic guideline that businesses
can choose to follow to gain public approval.
 ETHICAL DILEMMA
• Ethical dilemma is moral situation where a choice has to
be made between two equally undesirable alternatives.

• It is also known as moral dilemma.

• In these moral situations societal & personal ethical

guidelines can provide no satisfactory outcome for solving
dilemma.
• http://www.yourarticlelibrary.com/recruitment/sources-of-r
ecruitment-of-employees-internal-and-external-sources-re
cruitment/25954
• https://www.toppr.com/guides/business-management-and
-entrepreneurship/human-resource-management/selectio
n-process/
• https://www.investopedia.com/terms/c/corp-social-respon
sibility.asp
• http://finance.bih.nic.in/Documents/CSR-Policy.pdf
• https://www.investopedia.com/terms/b/business-ethics.as
p