Google Business Case Study Biography
As part of my continuing series of case studies and analyses of truly world-class recruiting functions, I will highlight some of the key features at Google, the world’s only corporate “recruiting machine.” In the past few months, I have spent a good deal of time researching Google and communicating with Google managers and employees in an attempt to identify their best practices. For those of you who are not in the technology field or who don’t consider Google to be a direct competitor for talent, you might be thinking, “Well, that’s nice, but what Google does doesn’t really impact me.” But if you did think that way, you’d be wrong.
“Disruptive Technology” and Strategic “Disruptive Recruiting”
Google, through its branding, PR, and recruiting efforts, has made itself so well known and attractive to professionals from every industry and university that they have essentially changed the game of recruiting forever. If you know anything about technology, you know that people in the field use the term “disruptive technology” for technologies like Apple’s iPod, which has almost overnight changed the entire technology and entertainment marketplace to the point where everyone must pay attention to what that firm is doing. Google has created the same phenomenom in the form of a “disruptive approach” to work and recruiting, an approach so different and so compelling that if you don’t pay attention and attempt to emulate some of the things they’re doing, you might soon lose some of the very best employees you have. I urge you to read on and to see some of the disruptive and breathtaking things Google is doing.
The World’s First Recruiting Culture
Google has accomplished something that no other corporation has ever accomplished. In less than a handful of years, they have developed what can only be categorized as a “recruiting machine.” They still have a ways to go, but what they have done so far can only be categorized as amazing. Now, Google still doesn’t have the best sales and marketing strategy (FirstMerit Bank does), nor are they the best when it comes to the use of metrics (Valero Energy is). But what they have done better than anyone else is to develop the world’s first “recruiting culture” (see my previous writings on this subject). What that means is that recruiting and the need for it permeates the entire organization. Not just the recruiting function or the HR organization, but the entire company — from the key leaders on down to the entry-level employees. As a result of this culture, not only does Google fund recruiting to the point where the function is in a league by itself, but they have also gone to the extraordinary step of changing the way employees work in order to attract and retain the very best. (Note: It might be credible to argue that Cisco in the late 90s had the world’s first “recruiting culture” but since the exit of Michael McNeal, Janel Canepa, Randall Birkwood et al, that function has long since been dismantled to below “K-Mart levels,” so it’s probably a moot issue.)
As part of my continuing series of case studies and analyses of truly world-class recruiting functions, I will highlight some of the key features at Google, the world’s only corporate “recruiting machine.” In the past few months, I have spent a good deal of time researching Google and communicating with Google managers and employees in an attempt to identify their best practices. For those of you who are not in the technology field or who don’t consider Google to be a direct competitor for talent, you might be thinking, “Well, that’s nice, but what Google does doesn’t really impact me.” But if you did think that way, you’d be wrong.
“Disruptive Technology” and Strategic “Disruptive Recruiting”
Google, through its branding, PR, and recruiting efforts, has made itself so well known and attractive to professionals from every industry and university that they have essentially changed the game of recruiting forever. If you know anything about technology, you know that people in the field use the term “disruptive technology” for technologies like Apple’s iPod, which has almost overnight changed the entire technology and entertainment marketplace to the point where everyone must pay attention to what that firm is doing. Google has created the same phenomenom in the form of a “disruptive approach” to work and recruiting, an approach so different and so compelling that if you don’t pay attention and attempt to emulate some of the things they’re doing, you might soon lose some of the very best employees you have. I urge you to read on and to see some of the disruptive and breathtaking things Google is doing.
The World’s First Recruiting Culture
Google has accomplished something that no other corporation has ever accomplished. In less than a handful of years, they have developed what can only be categorized as a “recruiting machine.” They still have a ways to go, but what they have done so far can only be categorized as amazing. Now, Google still doesn’t have the best sales and marketing strategy (FirstMerit Bank does), nor are they the best when it comes to the use of metrics (Valero Energy is). But what they have done better than anyone else is to develop the world’s first “recruiting culture” (see my previous writings on this subject). What that means is that recruiting and the need for it permeates the entire organization. Not just the recruiting function or the HR organization, but the entire company — from the key leaders on down to the entry-level employees. As a result of this culture, not only does Google fund recruiting to the point where the function is in a league by itself, but they have also gone to the extraordinary step of changing the way employees work in order to attract and retain the very best. (Note: It might be credible to argue that Cisco in the late 90s had the world’s first “recruiting culture” but since the exit of Michael McNeal, Janel Canepa, Randall Birkwood et al, that function has long since been dismantled to below “K-Mart levels,” so it’s probably a moot issue.)
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
Google Business Case Study
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