Recruitment Practices of

Top Local and

International Companies
Local
Petron
Petron Corporation is a Philippines-based oil refining and marketing company. The Company
operates through four segments: industrial and wholesale, aviation fuels, LPG, and lubricants and
specialties. The industrial segment sells diesel and gasoline fuels to mini-stations and power plants,
as well as to the manufacturing, plantation, transportation and construction sectors.
 Recruitment
Process

Petron Philippines follows a

straightforward, five-step
hiring process: preliminary
screening, HR assessment,
line interview, medical
exams, and a job offer.
Preliminary
screening
The company reviews applicants
and evaluates each one’s
credentials against the job’s
qualifications. Most people send
online applications to
recruitment@petron.com.
HR assessment

Pre-screened candidates attend an

initial interview and exam.
Applicants may need to ace the
interview before the HR
representative endorses them to
take the test.
Line Interview

Previous applicants said that they

had to go through at least two
rounds of interviews after passing
the HR assessment.
Medical Exam

At this point, shortlisted candidates

must pass a series of medical tests.
It’s safe to assume that applicants
got the job when they reach this
stage, barring any negative results
from the medical tests.
Job offers

Petron Philippines discusses the

benefits and compensation package
to candidates after they pass the
medical exam. The company
usually takes three weeks on
average to complete the hiring
process.
International
Google
Google is a search engine that started development in 1996 by Sergey Brin and Larry Page as a research project at
Stanford University to find files on the Internet. Google's mission is to organize the world's information and make it
universally accessible and useful. That's why Search makes it easy to discover a broad range of information from a
wide variety of sources.

Google’s recruitment process consists of five main parts: resume screening, phone screenings, on-site interviews,
hiring committee reviews, and executive reviews. While each part of the hiring process has its own value, the most
difficult and decisive parts are phone screenings (1-2 rounds), and on-site interviews (4-5 rounds). These interviews
last 45 minutes on average, with pass rates ranging from 15% to 20%.
 Five Steps of The Google Recruitment
Process

RESUME PHONE SCREENINGS ON-SITE HIRING COMMITTEE EXECUTIVE

SCREENING INTERVIEWS REVIEWS REVIEWS
Step 1: Pass the
resume screening
The first part of Google’s hiring process is,
similar to most corporate jobs, resume
screening. In this round, recruiters will screen
your resume for technical requirements,
education, experience, to make sure you’re a
potential fit.
Step 2: Pass the phone
screenings
In the phone screening rounds, a recruiter
(usually a team member or a manager) will
contact you to explain a bit about the
interview process and the role you’re
applying to. The interview lasts 30 to 60
minutes depending on the role.
Step 3: Pass the on-
site interviews
Once you’ve passed the phone screenings,
you’ll move on to the tough on-site
interviews. In a typical on-site interview, you
will be interviewed with another 4-5 people
for 45 mins each.
On-site interviews usually consist of 4-5
rounds, in which two things will be assessed:
(1) Your fit for the selected role (role-specific
fit) and (2) Process, teamwork, and culture fit
(firm-specific fit).
Step 4: Pass the hiring
committee reviews
At this point, some candidates move directly
to the hiring committee, but some candidates
go through the team-matching phase.
In the team-matching phase, you’ll meet
prospective managers to discuss the team
you’d be joining and the type of work you
would do. If a team wants you, they’ll tell
your recruiter and it will be added to your
portfolio, which will then be submitted to the
hiring committee.
Pass the executive
reviews and get the
offer
After the hiring committees meeting, the offer
list awaits final reviews from an executive.
That’s right, at Google, one of the top
executives looks at all offers made by the
hiring committees before they are extended to
candidates.