The case under discussion focuses on the hiring practices in use at Google along with the evolution of such practices given Google’s dynamic work environment. Google’s burgeoning structure mandates that around 200 people need to be hired every week out of a pool of around 100,000 people. Fitting criteria needs to be utilized in order to hire the best possible choices for Google.
Google needs to better quantify its expansion and the resulting need for new employees. Merely the estimation that new employees are needed in technical, administrative and marketing positions is not enough to find fitting solutions. Moreover, Google needs to find criteria to narrow down applicants at the first step which is applying to Google. Instead of having to sift through hundreds of thousands of applications the best method would be to eliminate as many unsuitable candidates during the application process as possible. This could be done by placing restrictions on minimum experience required for each position advertised. GPA or other such crude academic measures are not a guarantee of finding the most suitable candidate for a position. However, the use of GPA cannot be ruled out altogether either. A more holistic approach would be to use GPA as well as other related factors that account for suitability in the workplace. Google needs to classify the working conditions as well as roles and responsibilities for its employees on the quantifiable basis. The use of quantifiable means will ensure that Google can truly discover the right criteria with which to discern the most fitting individual. One of the best methods for Google to discern the abilities of people would be to try them out before hiring them such as through internships and temporary placement positions. Employees could be hired for a few months and then retained continuously if their performance measures up to the intended tasks.
The paper "How Google Chooses Employees" describes that Google needs to better quantify its expansion and the resulting need for new employees. Merely the estimation that new employees are needed in technical, administrative and marketing positions is not enough to find fitting solutions. …
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