HRM
531 Week 5 Determining Who and Why Paper
HRM
531 Week 5 Determining Who and Why Paper
Determining Who and Why
When recruiting for a position Google uses several areas to for posting the job
description. One is their company website; another is using social media sites
like LinkedIn selections (Global Communications and Public Affairs Manager,
Google.org – Mountain View, 2011). Google wants to put their job descriptions
in places where professional, creative people will be looking. Google’s
recruiting and selection method are important and quite a process as their many
steps takes time from beginning to end. To make sure Google takes full
advantage of many areas there are to find qualified candidates they can use a
concept map, to develop the best approach from creating the job description all
the way down to rating the employee’s performance.
Recruitment
and Selection
Google has developed innovative
recruiting and selection methods. Over the years, Google has grown from a small
entity to a massive recruiting organization in the modern technology industry.
Google attracts millions of candidates through the following methods. First,
employment branding has given Google the ability to develop a culture of
employee experiences offering desirability. Second, retention through Google
has become a valid selection method. “Because Google can create such a unique
experience for every employee and can provide an opportunity for professionals
to focus on what they do best, turnover is less than 5%” (Sullivan, 2007).
Third, Google targets their search for recruitment allowing recruitment
messages to students and faculty from targeted high standard schools. Google
also remains a strong advocate of their employee referral program. “The program
is designed to deliver an excellent candidate experience, be proactive, and to
respond to every referral within one week of submission” (Sullivan, 2007).
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