Evaluation of the Newly Implemented Recruitment and Selection System

Recruitment and Selection
Student’s Name
Institution
Course Number and Name
Instructor’s Name
Date
Recruitment and Selection
To: The Management of Google
From:
Date:
Subject: Evaluation of the newly Implemented Recruitment and Selection System
I am writing to you with respect to the mandate your company bestowed on me of evaluating and making recommendations on the company’s newly implemented system. In my evaluation, I am going to look at six critical points.
The key R&S issues Google was attempting to address in its changes.
What were the goals of the changes?
As an organization, Google has carved a niche as the best web search engine in the world and accounts for more than 90% of the world shares. The company acknowledges that employees are the most critical component and entirely depends on them to provide necessary innovation. To enhance employee satisfaction and motivation, the company has instituted several mechanisms, which have propelled the company to unfathomable heights of success. As a matter of fact, Google has staked out the reputation of being the best place to work. This has inevitably led to an unprecedented upsurge in job applications, receiving more than 100,000 every month (Catano et al., 2016). Sorting through more than one million applications every year has proven a strenuous and cumbersome undertaking, and even the search algorithms the company implements have not been efficient enough. To overcome this prodigious challenge and achieve greater efficiency, Google the recruitment and selection team has instituted radical changes in recruiting and selecting new employees. It also sought to adopt a system that would facilitate the selection of individuals who demonstrated ability in leadership, creativity, and teamwork, among other desirable attributes.
To accomplish the objectives outlined above, the team developed an online data form, which required employees who have worked for the company for five or more months to fill. The questions revolved around their preferences, perceptions, and unique achievements, among others. The team then compared the resultant data against 25 separate job performance measures, which, in turn, identifies diverse patterns of responses in various departments (Catano et al., 2016). Google now uses the resulting online biodata form to select applicants best suited for available positions.
Google also wanted to adopt a system with incisive job analysis and performance descriptions. In short, the recruitment team aimed at generating an application process that articulated job contexts, their associated tasks, and responsibilities (Lesson 7, n.d.). This would play the instrumental role of informing potential candidates exactly what was required of them. The system has also emphasized creativity by critically assessing the processes applicants use to solve questions posed to them. Even though the system is time-consuming, taking up to additional weeks, people at Google believe it is worth the trouble. This is primarily because it makes them significantly decisive.
System Evaluation Criteria and Information
Needed
While evaluating the selection and recruitment system, I will use criteria that will enable me to accurately determine whether it is sustainable. It should also help me establish whether the system allows the recruitment process to happen within the stipulated time and which areas need to be improved or done away with. Similarly, there is a need to describe where the newly implemented system fits Google as a whole and its human resource management system. In the same vein, explaining the importance and relevance of the system is of utmost significance, besides outlining how internal and external environments can impact the efficacy of the system (Catano et al., 2016). In addition, my evaluation will have to consider whether the new system upholds legal, ethical, and professional standards. Perhaps the most critical aspect of the evaluation would be determining whether the system will help Google maintain its competitive edge over its rivals by amassing a formidable workforce. To help me come up with a comprehensive and substantive evaluation, I will require pertinent information.
To begin with, considering the time the system takes to complete the selection and recruitment process is of profound essence. Ideally, a recruitment and selection system should not take more than two weeks because the longer it takes, the more it affects the company’s bottom line. In addition, many candidates, including highly qualified ones, do not favor a lengthy recruitment process. Secondly, I will need to understand the extent to which the new system accommodates job analysis. This is paramount since applicants need to access data concerning the work required for a job (Catano et al., 2016). The other information that will help me make an incisive and informed evaluation is the interview-to-offer ratio. In this regard, the system must identify the number of candidates interviewed before choosing the most suitable one. Equally crucial, I will require information on whether the system facilitates attractive job offers, which is pivotal in enhancing the competitive edge. I will also have to consider the attitudes of applicants toward the new system. For instance, do they feel the entire process happens within the confines of ethics and the law? Do they think the system entails any traces of discrimination, which is against the law? Such critical information will be integral in evaluating the system comp...