UNIVERSITY OF MUMBAI

PROJECT ON
HIRING AT GOOGLE

SUBMITTED BY
MR. GAURAV GANESH SHIRDHANKAR
ROLL NO: 68
M.COM PART- I
2014-2015

UNDER THE GUDENCE OF

SMT. PARVEEN NAGPAL

PTVAS
M.L.DAHANUKAR COLLEGE OF COMMERCE
VILE-PARLE (EAST)
MUMBAI 400 057

DECLARATION

I, hereby certify that MR. GAURAV GANESH SHIRDHANKAR, Roll no: 68

of

M.COM Part I (Management) of PARLE TILAK VIDYALAYA ASSOCIATIONS

M.L.DAHANUKAR COLLEGE OF COMMERCE has completed the project report
on HIRING AT GOOGLE in Semester I of the Academic Year 2014-2015. All the
information and facts as submitted in the project are true and original to the best of my
knowledge.

SIGNATURE

ACKNOWLEDGEMENTS

I would like to thank a number of people for their help during the writing of this
dissertation. I would like to thank my project guide Prof. SMT PARVEEN NAGPAL
for giving me direction, belief and such a great encouragement throughout my
dissertation.

I would also like to thank my college library for having provided various reference
books and magazines related to my project.

And also I would like to thank each and every person who directly helped in the
completion of my project.

Finally, I would like to say the biggest thank you to my parents for their constant
support and help. They are my inspiration and my mentors. I dearly thank you.

INDEX
CHPT NO.

PARTICULAR

PG NO

INTRODUCTION

RECRUITMENT

SELECTION

ABOUT COMPANY

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HOW DOES

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GOOGLE HIRE
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FACTS

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CHPT 1.Introduction
Hiring of employees is an ongoing process and it is not restricted to the early stages of the
organisation. Employees leave the firm for better opportunities, some retire and some die.
Also an organisation grows mergers with/ takeover takes place of other organisation and also
diversifies into varies sectors. All this activity requires that new employees are hired. The hiring of
employees stop when the organisation ceases to exist.

HIRING includes 1) Recruitment

2) Selection &
3) Induction

CHPT 2. Recruitment :It is a process of searching for and obtaining applications for jobs so that right person can be
selected from the pool of application.
It includes attraction of job seekers through various medies like newspaper advertising, job portal,
consultants, etc.
The use of internet-based services and computer technologies to support all aspects of recruitment
activity and processes has become widespread.

2.1 RECRUITMENT PROCESS

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Recruitment Planning
Stratergy Development
Searching

Screening
Evalution and Control

1) Recruitment Planning:
Manpower planning helps in deciding the number of job vacancies, whereas Job
Analysis provides information as to nature of these vacancies. On the basis this HR
department plans the number of applicants and the type of applicants to be contacted.

2) Stratergy Development:
Once the number and type of applicants to be hired are known then decides the
following:
a) Whether the firms should hire less skilled employees and invest on their training and
development or whether they should have a hghly skilled employees. This is known as
Make or Buy
b) The HR should decide the method of recruitment and selection process.
c) The HR should decide where the applicants are to be recruited.
d) Recritment is to happen from internal or external sources or a combination of both.
e) The time for recruitment and selection.
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3) Searching:
After the recruitment plans and stratergy are developed, the search process begins.
Search process begins only after lin manager confirms. Also, type of media is decided.

4) Screening:
It refers to srcutinisation and short short-listing of application received.

5) Evaluation and Control:

Process is evaluated on the basis of the number of application received, the number
of candidates went to the selection process, cost, number of candidates retained after
probation period and the performance of the candidates selected.

2.2 SOURCES OF RECRUITMENT

INTERNAL SOURCES

EXTERNAL SOURCES

Present Emplyolees

Body Shopping

Employee Referrals

Advertisements

Past Employees

Employment Exchange

Previous Applicants

Campus Recruitment
Walk-ins
Consultants
Contractors
Radio & Television
Acquisition & Mergers
Competitors
Job Portals
Casual Callers

Gate Recruitment
Poaching/Raiding
Outsourcing
Head-hunting
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3. SELECTION:
Selection is the process of choosing candidates with the necessary qualifications and
competence, out of the pool of job applicants, to fill jobs in the organisation. Recruitment and
selection are two sides of the same coin. There is a slight difference between two. While
recruitment refers to the process of atrracking job seekers to apply for the vacancies , selection
refers to chossing of a right candidates from the pool of application recevied from the job seekers.
Recruitment is positive in its approach as it seeks to attract as many job seekers as posible.
Selection is a negative in its approach as it eliminates the unqualified applicants in order to choose
the right candidate.

3.1 SELECTION PROCESS

Preliminary
Interview/Initial screening

N
E
G
A
T
I
V
E

Apllication Blank

Selection Test

Emplyoment Interview

Reference and
Background check

Selection decision

Physical Examination

Job Offer

Employment Contract

Evaluation
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Application Blank
A blank application form is a widely accepted device for getting information from the
prospective applicant. This is a way of getting written information about the candidates
particulars in his own hand writing. It helps the personnel department to draw tentative inference
from the applicant suitability for employment.
The information collected in blank application relates to biodata, work experience,
curricular activities, reference and salary demanded.

3.2 TYPES OF SELECTION TESTS

Aptitude tests
IQ tests
Personality tests
Trade tests
Interest tests
Dexterity tests
Graphology tests
Polygraphy tests

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3.3 TYPES OF INTERVIEW

Group

Stress

Panel/Board

Depth
Appraisal

Formal

Exit

Informal
Psychological
Structured/
Direct
Behavioural
Unstrucutred/
Non directive

TYPES OF
INTERVIEW

Situational

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4 ABOUT COMPANY

Google is an American multinational corporation specializing in Internet-related services and

products.

These

include online

advertising technologies,

search,

cloud

computing,

and software. Most of its profits are derived from AdWords.

Google was founded by Larry Page and Sergey Brin while they were Ph.D. students at Stanford
University. Together they own about 14 percent of its shares but control 56 of the stockholder
voting power through supervoting stock. They incorporated Google as a privately held company
on September 4, 1998. An initial public offering followed on August 19, 2004. Its mission
statement from the outset was "to organize the world's information and make it universally
accessible and useful," and its unofficial slogan was "Don't be evil." In 2004, Google moved to its
new headquarters in Mountain View, California, nicknamed the Googleplex.
Rapid growth since incorporation has triggered a chain of products, acquisitions and partnerships
beyond Google's

core

search

engine.

It

offers

online productivity

software including email (Gmail), a cloud storage service (Google Drive), an office suite (Google
Docs) and a social networking service (Google+). Desktop products include applications for web
browsing, organizing and editing photos, and instant messaging. The company leads the
development of the Android mobile operating system and the browser-only Chrome OS for
a netbook known as a Chromebook. Google has moved increasingly into communications
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hardware: it partners with major electronics manufacturers in the production of its "high-quality
low-cost" Nexus devices and acquired Motorola Mobility in May 2012. In 2012, a fiber-optic
infrastructure was installed in Kansas City to facilitate a Google Fiber broadband service.
The corporation has been estimated to run more than one million servers in data centers on the
world (as of 2007) and to process over one billion search requests and about 24 petabytes of usergenerated data each day (as of 2009). In December 2013 Alexa listed google.com as the most
visited website in the world. Numerous Google sites in other languages figure in the top one
hundred, as do several other Google-owned sites such as YouTube and Blogger. Its market
dominance has led to prominent media coverage, including criticism of the company over issues
such as copyright, censorship, and privacy.

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5. HOW DOES GOOGLE HIRE

Google is always looking for a next Noogler {Nooglers are New Googlers (new joinees
and interns). A Noogler is a new employee of Google. Former Google employee, or
Xoogler, Doug Edwards claims to have invented the term)} someone whos good for the role,
good for Google and good at lots of things.
Things move quickly around at google. At internet speed. That means google have to be nimble,
both in how they work and how they hire. Google look for people who are great at lots of things,
love big challenges and welcome big changes. They cant have too many specialists in just one
particular area. They look for people who are good for Googleand not just for right now, but for
the long term.
This is the core of how google hire.

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16. HIRING PROCESS AT GOOGLE

I.

Recruiter Screening

II.

Phone Screen

III.

Onsite Interview

IV.

Interview Feedback

V.

Hiring Committee

VI.

Executive Review

VII.

Compensation Committee

VIII.

Final Executive

IX.

The Offer

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I.

Recruiters screen:
Recruiters screen for technical requirement, education and experience to make sure
there is a potential fit.

II.

Phone screen:
A recruiter will contact the applicant and explain the process and what to expect.
The recruiter will ask for SAT score and college GPA if it is technical engineering role.

III.

Onsite interview:
The first onsite interview will be with 4 or 5 people for 45 minutes each. If this a
technical role you will be asked to solve the technical problem in real time, which may
include coding a solution or white boarding a design. You may also be asked some
questions like how many golf balls can fit a school bus. or there are 8 balls 7 of them
weigh the same, but one is heavier. Using a weighing scale, how will you find a heavier
ball with just two weights?

IV.

Interview feedback:
Every interviewer will submit their feed back in a standard format about a
candidate and assigns a numerical ranking to the candidate. A search is done to match
the candidates resume to employees resume to find matches for school or companies for
the years specified. An email is sent to a google employee asking their opinion on the
candidate.

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V.

Hiring committee:
The committee consists of senior managers and directors and experience
employees from their domain. They see all the potential candidates for all open jobs in
this area so they have a very good feeling for the right capabilities and qualities for
highly qualified people. The committee reviews every piece of feedback as well as the
resume and the work experience.

VI.

Executive review:
Senior level management reviews every offer.

VII.

Compensation committee:
It determines the appropriate total compensation for the offer.

VIII. Final executive review:

One of the top executive reviews all employment offers before they are
extended to a candidate.

IX.

The offer:
The recruiters will notify you of the offer and will explain the selected
employee of the details of the offer. Google offers are very competitive, some say
generous and very thorough. Google wants you to be happy, motivated and totally
focused.

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But there are a few things theyve baked in along the way that make getting hired at Google a little
different.

5.1 HOW THEY INTERVIEW

They look for smart, team-oriented people who can get things done. When you interview at
Google, youll likely interview with four or five Googlers. Theyre looking for four things:

1. LEADERSHIP
They want to know how the applicant has flexed different muscles in different situations in order
to mobilize a team. This might be by asserting a leadership role at work or with an organization, or
by helping a team succeed when you werent officially appointed as the leader.

2. ROLE-RELATED KNOWLEDGE
Were looking for people who have a variety of strengths and passions, not just isolated skill sets.
We also want to make sure that you have the experience and the background that will set you up
for success in your role. For engineering candidates in particular, well be looking to check out
your coding skills and technical areas of expertise.

3. HOW YOU THINK

Google is less concerned about grades and transcripts and more interested in how you think. They
are likely to ask you some role-related questions that provide insight into how you solve problems.
Show us how you would tackle the problem presented--dont get hung up on nailing the right
answer.

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4. GOOGLEYNESS
We want to get a feel for what makes you, well, you. We also want to make sure this is a place
youll thrive, so well be looking for signs around your comfort with ambiguity, your bias to action
and your collaborative nature.

5. HOW WE DECIDE
There are also a few other things google make sure, always hiring the right candidate for the right
role and for Google.

THEY COLLECT FEEDBACK FROM MULTIPLE

GOOGLERS

At Google, you work on tons of projects with different groups of Googlers, across many teams and
time zones. To give you a sense of what working here is really like, some of your interviewers
could be potential teammates, but some interviewers will be with other teams. This helps us see
how you might collaborate and fit in at Google overall.

INDEPENDENT COMMITTEES OF GOOGLERS HELP ENSURE HIRING FOR THE LONG

TERM

An independent committee of Googlers review feedback from all of the interviewers. This
committee is responsible for ensuring our hiring process is fair and that were holding true to our
good for Google standards as we grow.
Google believe that if you hire great people and involve them intensively in the hiring process,
youll get more great people. Over the past couple of years, google has spent a lot of time making
our hiring process as efficient as possible - reducing time-to-hire and increasing communications
with candidates. While involving Googlers in the process does take longer, we believe its worth
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it. Early Googlers identified these principles more than ten years ago, and its what allows google
to hold true to who we are as we grow.
These core principles are true across Google, but when it comes to specifics, there are some pieces
of their process that look a little different across teams.
At Google, they dont just accept difference - they celebrate it, support it, and thrive on it for the
benefit of their employees, products and community.
Google is an equal opportunity workplace and is an affirmative action employer.

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6 FACTS

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