Google`s Recruitment (HRMT) Name of the Student: Student ID: Author Note:   1.0 Key Messages about Google Based on the video, the key message about google is it is not an organization that doesn’t just focuses on making life as productive as possible, but also as pleasant and fun as possible (Google Recruitment Video, 2017). Google emphasizes on creating a supportive and fun work-environment for its employees so that they actually enjoy working there and try to give their best for the organisation. As per Noe (2013, pp. 121-150), ideas or suggestions by the employees are taken into consideration seriously and actions are taken almost immediately upon them. Things happen very fast in Google so that no time is wasted and everyone gets an equal chance to shine. Employees are continuously provided quality and supportive mentorship and training to get them acclimatised with the environment and the organisation. The work culture in Google is very supportive. Another incentive the engineers at Google receive is the benefit of the 20 percent rule of Google where each engineer is free to use 20% of their worktime to work on their own project. As seen in the video, many engineers use that time to develop programs and tools to make the Google search engine more efficient and updated. This has turned out to be a major reason for Google maintaining its position as the most widely used search engine for more than a decade now. Google also makes it sure that none of their employees ever feels hungry during work (Schmidt, 2014, pp. 110-119). Every employee gets free tasty and healthy snacks along with fruits and dry fruits so that they remain well-fed, satisfied and happy to concentrate completely on their work. And if some employees get concerned about their weight or health because of all the snacks they are consuming while at Google, there are gyms at campus too for the health freaks to burn up all their calories gained either on- or off-campus. Google as an organisation doesn’t just take care of its employees, but their families too. Employees are allowed to bring their children to work sometimes to give them a trip round the campus. Google has a childcare program on its campus for all the moms and dads working at the Google. That’s not it! There are other incentives for the female employees who are expecting a child as get a maternity leave with 75% of their salary paid to them during the leave. As per Castellano (2014, 00. 43-77), the employees are given time to acclimatise themselves with their work after returning from the leave. They are given flexible hours when they return from the leave. There is a special mother’s room for the new mothers to take care of their kids or babies while working to keep their personal and professional life well-balanced. According to Poundstone (2014, p. 210), the following key points can be identified about Google as an organisation and as an employee from the video – Fast Responses Things happen fast Employees can make big impact while working at Google Engineers get 20% time to work on their own project Free snacks Gym 75% pay during maternity leave Start-up spirit 2.0 Attracting Employees to Job It is quite common for any company now-a-days to make videos like this to attract suitable candidates for hiring them into their companies. Assessing the video through HRM theory, it can be seen that the video consists of personal examples and opinions of the employees working at Google so that a connection from the target audience can be made. People are more likely to get attracted to an organisation if they can hear or learn about the benefits and perks of joining the organisation from its current or previous employees itself (In Carbery, 2013, p. 212). It was therefore an impeccable move by the HR of Google to ask one of its employees to narrate and host the video. Another aspect of the video which is common but noteworthy is the shots of the Google campus. The video doesn’t just focuses on giving a tour of either the workplace only, or the leisure places around the campuses. It shows the audience both of them so that candidates of all tastes and preferences can connect to it. As stated by Keene & Bloomberg News (2013, p. 11), the video takes time to introduce the viewers to all the major perks and benefits of joining Google by providing personal examples and running shots of the campus simultaneously. On one hand, where the candid shots of the campus will work in piquing the interest of the candidates, the narration and personal examples by the employees on the other hand will help the candidates to get ensured that they will be joining a safe, supportive and interesting workplace. The nature and mood of the video ensures that only the candidates with matching preference and tastes of the organisation is attracted to them and also helps Google in a way as they know it beforehand that the candidates who have come to Google after watching the video are all on the same page as the organisation. According to Erlichman, Vaughn & Bloomberg News (2013, p. 15), it is clear from the video about the type of candidates or potential engineers the management of Google wants to attract and so reduces the task of recruiting the right candidates a bit. The most striking part of the video is the way it tells everyone about the benefits and perks of joining the company in casual conversations which manages in attracting the interest of viewers in a unique manner without even making them realise about it. HRM of the company does a brilliant job in keeping the tone of the video causal and fun so that more and more candidates of new generation especially gets attracted to it and consider Google as their workplace of choice. Summing it up, it can be concluded that the HRM of the company has made a correct decision of putting out a video with casual and fun tone (matching with the workplace tone of the company) for attracting the kinds of candidates it wants. It is a perfect video showcasing the company’s workplace, environment, employees, and benefits of working there along with the incentives they receive (Fidelman, 2013, pp. 201-221). 3.0 Recruitment Challenges (Google) According to Jones & Hill (2013, p. 190), in modern times with such a dynamic and complex market and demanding nature of businesses, it is very critical for organisations to find and recruit the right employees in their team. And choosing the right candidates in today’s times is a very challenging and complex process itself. The large organisations like Google especially face a multitude of challenges in their recruitment process. Some of the major challenges are studied in detail below – Balancing Speed and Quality – A major challengein the recruitment processes today ismaintainingthe speed of hiring with the quality of those hire. The management today wants to hire peoplequickly but also wants to ensure the quality of candidate. This requires some time (Coyle et al., 2013, p. 132). It is therefore very essential to employ some time to choose the correct and deserving candidates for the betterment of the organization. Obsolete recruitment tactics – The management of most of theorganisations today employ the recruitment strategies or policies which are continuing from the 80s. It is a critical demand if the hour to incorporate newer and better tactics in the recruitment process to keep up with the modern times and market. As per Schmidt (2014, pp. 110-119), there is a demand of candidates with varied skill sets in today’s industry (of any kind) and the recruitment process of the organisation therefore needs to be designed in a manner to test themappropriately. Competition from Startups -The business ecospheretoday is drenched with funding. Stories of startups acquiring abundant funding are heard almost every day now.And while these are great news for job seekers, they are bad news for large, established organisations. Large businesses are finding the competition from the attractiveness and successes of startups very difficult (In Carbery, 2013, p. 212). A major plus point in favor of startups is excitement. Startup ecosystems are mostly fun, with ultra-cool and swanky offices andflexible working hours. A large organization finds matching these kinds of situation a very tough task. Lack of expert recruiters in Future –The candidates applying for jobs in modern days have become more demanding and bold. Due to the emergence of the trends of well-funded startups and self-employment, large organisations find themselves in a vulnerable position and the candidates are well-versed with the fact. It is becoming increasingly difficult to negotiate with them therefore. As stated by Castellano (2014, pp. 43-77), the lack of effective recruiters with good negotiation skills has increased the dilemma by multiple times. It is estimated that the quality of recruiters will continue to decrease in future which means the candidates will hold an upper hand when applying to join a company or an organization. Apart from these, there are several other challenges that large organisations (like Google) face today or will face in future. Although Google holds an upper hand in the competition of attracting skilled and dedicated employees in the market, it needs to keep adapting itself continuously on the ever-changing dynamics of the recruitment market. According to Noe (2013, pp. 121-150), making the workplace ecosystem more employee friendly and providing incentives to the deserving candidates can help to create an image of the company in the minds of the candidates and keep their interests hooked to it in the future too.  4.0 References Castellano, W. (2014). Practices for engaging the 21st century workforce: Challenges of talent management in a changing workforce. Upper Saddle River, New Jersey: Pearson Education, pp. 43-77. Coyle, John F., & Polsky, Gregg D. (2013). Acqui-hiring. (Duke Law Journal.) Duke University School of Law, p. 132. Erlichman, J., Vaughn, V., & Bloomberg News (2013). One-on-one with Vince Vaughn, Google employee. New York: Bloomberg, p. 15. Fidelman, M. (2013). Socialized!: How the most successful businesses harness the power of social. Brookline, MA: Bibliomotion, pp. 201-221. Google Recruitment Video. (2017). YouTube. Retrieved 2 August 2017, from https://www.youtube.com/watch?v=JcXF1YirPrQ In Carbery, R. (2013). Human resource management: A concise introduction. New York: Palgrave Macmillan, 2013, p. 212. Jones, G. R., & Hill, C. W. L. (2013). Theory of strategic management with cases. Australia: South-Western, Cengage Learning, p. 190. Keene, T., & Bloomberg News. (2013). Google only wants to hire geniuses: Levy. New York: Bloomberg, p. 11. Noe, R. A. (2013). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill/Irwin, pp. 121-150. Poundstone, W. (2014). Are you smart enough to work at Google?: Fiendish puzzles and impossible interview questions from the world's top companies. London, UK: Oneworld Publications, p. 210. Schmidt, E. (2014). Google: How Google works. New York: Grand Central Publishing, 2014, pp. 110-119.