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Google Career Management Case


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Google is number 4 on Fortune magazine’s 2010 list of 100 best places to work in America. It gets an estimated 1,300 new resumes every day and hired many people in 2010. The numerous benefits of working there include on-site doctors, swimming spas, and free food on its Mountain View campus (founders Larry Page and Sergey Brin believe no one should ever be more than 30 metres away from a food source!). Engineers at Google get to spend 20% of their workweek on any project that is their own and develop their own ideas. This policy helps keep the creative fires burning inside the innovation giant.

Although Google ranks as one of the best places to work, it does not even feature on the top 90 companies that pay the most in America. Google is moving into the office software market and will compete with Microsoft (number 14) and Yahoo (number 12) - both of which rank high on the list of best-paying companies in America. Clearly, people are attracted to careers at Google for more than financial reasons.

Google focuses on keeping employees happy and developing them into well-rounded, healthy individuals. Most young people dream about working for a place like that. But what makes an employee attractive to Google? How does the company screen the field of eager applicants and pick the best hires? It's not as straightforward as you might think.

Imagine going to an interview at Google and being asked, “How many golf balls can you fit in a school bus?” or “How much would you charge for washing all the windows in Seattle?” Google is famous for its unusual approach to finding the best and the brightest. For example, it recruited engineers by posting complex mathematical problems beside a major highway and asked drivers to submit their answers on a website that was part of the solution.

Ultimately, Google looks for people who can think on their feet, can constantly adapt to change, and can come up with creative solutions to problems. They want people who can get creative and come with a quality thought process, even if they don't have the “right” answer.

1. When a young person is hired by Google right out of college with relatively little or no work experience, he or she is in the advancement stage of his or her career.

2. Major corporations such as Google conduct extensive reference checks on their applicants--not just with the references supplied by the applicants, but also with friends of friends of such references.

3. The people who will be most successful at companies like Google in the new paradigm are individuals who are flexible, team-oriented (rather than hierarchical), energized by change, and tolerant of ambiguity.

4. When a Google employee has been with the company for a while and strives for upward mobility, greater responsibility, and authority, he or she is most likely in the maintenance stage of his or her career.

5. An individual who applies for a data entry position at Google is vying for a conventional occupation, according to John Holland's theory of occupational choice.

  • SubjectBusiness
  • TopicOrganizational Behavior
  • Difficulty LevelCollege/University
  • Answer has attachmentsNo
Answered by

Tom Stokes
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