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SECTION A [100 Marks] Case Study: Google's Recruitment and Selection Process Google Inc., the world's largest and most popular search engine company, is also one of the most sought after companies in the world. Due to the popularity of the company caused by its highly attractive compensation and benefits packages for its employees, millions of job applications are constantly received by Google on an annual basis. When Google Inc. topped the ranks for the most popular companies in the world, it could no longer contain the number of applications it receives from thousands of job hunters from all over the globe. Google aims to hire only the best employees that fit the organizational culture and standards of Google, so the company started thinking of ways to better improve its recruitment and selection process for its would-be employees. The Google Inc management decided to focus on the distinct behavioural characteristics and personality that separates Google employees from any other employees in other known companies. It shifted its focus from academic qualifications and technical experiences to the applicant's personality, creativity, leadership capacities, innovative and non-conventional ways of thinking and the applicant's overall exposure to the world. The Google Recruitment Process Google is known for various unique approaches that it has utilised in order to attract the cream of the crop or the best of the bests. Google has so successfully utilized their brand in order to attract the most talented and highly competent individuals in the world. Because of their claim of providing the best employee-employer experience supported by the many perks, benefits and high salaries that Google employees get to enjoy, Google became the most desired companies for men and women in the world. In order to attract the best employees, Google draws them by the promise of wealth and luxury, providing their employees with almost everything an employee could possibly need, from absurdly high compensations to extravagant and luxurious benefits like gourmet food, carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil changes, massages and many more, all for free. One notable recruitment technique that Google utilised in 2006 was the targeted and unobtrusive approach to sending recruitment messages. Google crafted a simple technique to recruit the best students in certain schools and universities to work for them. They allowed people from these schools to access the search portal of Google wherein the students' IP address would be identified. The approach was definitely a successful micro-targeted approach. It was also in the same year when Google opened up to the idea of an Employee Referral Program. The Google selection process The algorithm technique effectively separated the top and the best performers from thousands of candidates vying for a position. Moreover, the assessment tool was made sure to successfully predict the best possible candidates from the least and the average. Google is able to accurately identify the best candidates for the position using a more data-based and scientific approach. Usually, the interviews begin using the telephone. Once the phone interviews conducted have been successful, the applicant would be scheduled by the recruitment officer and be invited for a series of five to ten interviews in one day with ten different people. The interviews are filled with brain teasers, algorithmic problems, and IQ tests. There were many instances when the applicants were asked to write codes, brain storm, role play or solve mathematical equations on the spot just to prove that they are highly-skilled and competent.

Question 4 (25 Marks) Explain the THREE (3) challenges that affect human resource management at Google. Discuss the approaches that HR managers at Google can adopt in order to proactively manage the various Human Resource issues and challenges of the twenty-first century.