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what is the normal selection process of google?

selection process

  • Samar
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  • 7 Answers
  Answer
7 Answers

  • First of all go through the job description on the basis of the requirements candidate should start working on the skills required by the Google if he/she already has the same acadmic required in the job position then creat a CV by showing all those qualities and apply for the position online or offline if possible

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  • 1) CV evaluation: recruiters review CVs to assess the potential of each candidate. Nothing out of the ordinary at this stage. 2) Phone call evaluation: the most interesting candidates are contacted by phone. Each conversation takes about 30 minutes. During this time, the recruiter gives an accurate description of how the selection process is going to be, and also performs a small test to infer their technical skills 3) Face-to- face interview: between four and five people individually interview the candidate. Each interview usually lasts about 45 minutes. In each one of them, the candidate must solve similar tests to those that will be in his job. Thus, they try to better evaluate their skills or know-how. 4) Feedback: recruiters present their conclusions in standard format, assigning a numerical rating to each candidate. Then, they compare the different feedbacks and look up referrals from previous employers. 5) Hiring Committee: a committee made up of senior executives and experts in the talent staff area are responsible for reviewing the information (curriculum, professional experience and feedback results) of potential candidates. Based on their conclusions, they do the final screening. 6) Remuneration, final executive review and economic offer: the compensation committee defines the salaries and benefits of new employees. Then, senior executives review the economic offer that will be presented to the candidates. Finally, a recruiter transmits the offer and explains all the details. As you can see, Google’s recruitment is quite unique. Let's see what lessons we can learn from their recruitment approach. Success keys behind Google’s recruitment From Google's talent selection, we can learn the following: 1) The value of diversity Google knows that diversity (ethnic, cultural, different interests, skills, etc.) has many benefits for the work teams. This is why, in order to avoid discriminatory biases, hey include many (and very diverse) people in the evaluation of candidates. In this way, the company acquires a more complete vision of the potential of each candidate. 2) The need to have extraordinary employees At Google they are aware of how important it is to choose the best professionals. Keep in mind that at the end of the year they receive more than one million applications, of which only between 4000 and 6000 will end up with a contract. Google’s selection process is very strict because they adequately estimate the value of talent. They understand that recruiting outstanding people is crucial. 3) Using metrics to improve the recruitment Over the years, Google has been modernizing its recruitment by using numerical data. For example, in the interviews, they used to use riddles like: "How many golf balls can fit in an airplane?" However, they later realized that there was no correlation between the performance of their best employees and their responses to such questions, so they decided to review the structure of their interviews. 4) The faster you make decisions, the better At Google they know firsthand that there is a lot of competition to hire the best talent. If their selection processes are not fast enough, companies like Facebook or Twitter will win the game. That is why they devote great efforts and resources to accelerate their recruitment to the maximum. They understand that the loss of a brilliant candidate in these circumstances is a very costly mistake. 5) The importance of investing in talent recruitment Google invests substantial resources in recruitment; above all, after drawing up a study in which thet came to the conclusion that an outstanding employee generated them 300 times more value than a mediocre one! 6) Work experience and academic qualifications are not everything A talented person is able to learn fast. That's why Google does not value professional or academic experience too much. With long-term eyesight, the company tries to recruit based on the potential value that the person can add. So much so that even grant important responsibilities to recent graduates with little work experience.

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  • There should be no backlogs when applying for Google Jobs . All you need to appear for Google's eligibility test is : A Bachelor's degree in Engineering with a good academic record . Good knowledge in internet , web-search, online advertising , numerical analysis ,fraud detection and e-commerce You should maintain 65% marks throughout the academic career. It means 65 percent marks in 10th, 12th and B.Tech course. There should not be more than one year of gap between any courses. There should not be any backlogs when applying for Google. MCA Please remember that similar to the B.Tech course, you would require maintaining 65% marks throughout the academic career even when you apply for MCA course.

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  • You should maintain at least 65 percent marks throughout the academic career . It means 65% marks in 10th , 12th and B.Tech course .br /2. There should be no backlogs when applying for Google Jobs .br /All you need to appear for Google’s eligibility test is :br /A Bachelor’s degree in Engineering with a good academic record .br /Good knowledge in internet , web-search, online advertising , numerical analysis ,fraud detection and e-commerce .br /Good written, verbal and interpersonal communication skills and ability to communicate clearly and efficiently .br /There are various sections included in the test during test conduction . br /Questions from computer awarenessbr /Verbal reasoningbr /Quantitative aptitudebr /Critical reasoningbr /And the standard of the questions depends upon the nature of the post .br /The candidates who clear the written test are further called up for the interview .br /Eligibility totally depends upon your performance in interview. Be very bold, confident and good communication. Your eligibility test will depend upon post you are applying for but a common process they follow is reasoning test(be very attentive during test), maths(basic things), aptitude (keep a eagle eye on every word of the question). Your academics of 60% and above will help you as well. Google always looks for passion, innovation and dedication. Be passionate and show your ability from the first round itself and this will eventually get u a job in Google. It is quite tough to crack Google's second round where you need to go for a online test time will be very less and questions are little tough ones. If you cracked this round the last Hr round will be totally easy just be calm and show them your skills and positive attitude and job is all yours.

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  • strongGoogle/strong is the world’s top search engine. This multinational company basically includes cloud computing, search, software & online advertising technologies. It provides internet related services and products.br / br /strongSelection Process:/strongbr /strong /strongbr /The company conducts recruitment process every year to select new candidates. The selection process of the company consists of 3 rounds. These rounds are as follows:br /!--[if !supportLists]--·         !--[endif]--JAM sessionbr /!--[if !supportLists]--·         !--[endif]--Aptitude Test /Written Exambr /!--[if !supportLists]--·         !--[endif]--Client Roundbr /!--[if !supportLists]--·         !--[endif]--HR / Technical Round

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  • ok thnx

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