Google, in full Google LLC formerly Google Inc. (1998–2017), an American search engine company, founded in 1998 by Sergey Brin and Larry Page, is a subsidiary of the holding company Alphabet Inc. It is an American multinational technology company that focuses on Internet-related services and products, which include online advertising technologies, a search engine, cloud computing, software, and hardware.
A lot of us have at least once in our lives dreamed of getting into Google. According to reports, the company receives approximately one million resumes each year. Google needs a good mechanism in place to help it filter out its candidate pools and select the finest applicants for each available spot. What does this process entail, and how can other IT companies benefit from it?
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Ways To Get Into Google
Building a professional resume or CV is the first step in the application process. It demonstrates the candidate's competence and suitability for the job. Don't forget to highlight your skills, experiences, and completed projects in the Resume. To improve the legibility of your profile, utilize dynamic language and appealing fonts.
You can apply for a position at Google by visiting their careers page. Google recruiters will contact you after reviewing your profile.
Google, on the other hand, recruits from some of the top Indian colleges and universities. In that scenario, the universities will notify you about the application procedure.
You must have at least 65% marks throughout your academic career. It means a minimum of 65% marks should be obtained in the 10th, 12th, and B.Tech individually.
There should be no backlogs when applying for Google Jobs.
Requirements to appear for Google’s eligibility test is:
A Bachelor’s degree in Engineering with a good academic record.
Good knowledge of the Internet, web-search, online advertising, numerical analysis, fraud detection, and e-commerce.
Stronghold on any of the basic programming languages like C, C++ or Java.
Good written, verbal, and interpersonal communication skills.
Strong Analytical skills and ability to communicate clearly and efficiently.
Google Recruitment Process
A Google developer conducts a 45-minute phone or Skype interview with the candidate as part of the phone screen. This will usually include some type of question and answer session as well as a problem-solving activity.
The interviewer will write up the interview for the recruiter at the end of this round. This report will document the interviewer's decision to advance to an onsite interview, as well as the specifics of the questions and responses given.
The interviewee is invited onsite to interact with four or five engineers during this round. Each will meet with the candidate for 45 minutes before preparing an interview report that contains questions and responses, as well as judgments of those answers and an overall score.
The recruiter will have 5 or 6 interview reports at the end of this round.
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The CV, interview reports, and, in some cases, interview results with the candidate's references are reviewed by the hiring committee.
The recruiter will have a hire/no-hire recommendation as well as a total score at the end of this round. These are roughly equivalent to academic grades, ranging from A+ to B-.
Higher Level Review
Several hiring committees' suggestions are reviewed by a regional committee made up of directors and vice presidents. The review committee has the option of adjusting the score or, in exceptional situations, completely overturning the decision. The higher-level committee also looks over the recruiters' recommendations for leveling and salary.
The recruiter will have a confirmed offer proposal with title and remuneration at the end of this round.
Google does not undertake a background check on any candidate till they have been given a final offer letter. All job offers are contingent on the successful completion and approval of the background check process.
Criminal past, academic verification, employment verification, and reference checks are all part of Google's pre-employment background screening. Google uses nationwide clearinghouses to verify enrollment and degrees for the education check. The company calls previous employers and checks the data on the résumé for employment verification.
If the background check uncovers issues that cause Google to withdraw a job offer, the applicant is notified in compliance with the Fair Credit Reporting Act. If there are no issues, the hiring process will proceed as anticipated.
When it comes to employee onboarding, Google uses a "just in time" alert system. The managers are largely in charge of onboarding in this system. It also generates email reminders to managers, encouraging them to perform things that have been shown to assist with onboarding. These reminders encourage managers to do the following:
- Talk about the job responsibilities with the new employee.
- Pair the new employee with someone who can show them around.
- Ensure that they meet new people and build a network.
- Create an open-door policy so that the employee knows that the manager is approachable.
This system has been proved to be successful for Google as it pretty nicely blends the general aspects with individualized aspects. This system allows the managers to keep the new employees engaged while giving them an environment to flourish by themselves.
For a corporation that created the ideal search engine, Google has made its recruiting process a well-streamlined one. The procedure lays out a generic framework that companies can use to develop their own hiring, screening, and onboarding procedures. While Google is significantly larger than the usual employer, the advantages of its techniques — from its extensive background check to its supportive onboarding process — can be implemented at nearly any level. PrepBytes helps job aspirants land a job in their dream company by offering them the correct mentorship.