HR retention and recruitment strategies are paramount for an organization. These are two major factors affecting the company’s performance. Torrington et al. (2014) note that efficient retention is especially important, as employees who leave are often hired by competitors, which may undermine the company’s success. Various forms of recruitment and retention strategies exist.
Companies often have numerous programs for graduates to acquire employees. This is quite effective as it enables the company to hire a skilled professional who will fit the company perfectly. He/she has no experience in other companies and does not know how organizations work. HR professionals also use social networks and numerous platforms where people place their resumes. This is an effective strategy as it enables HR specialists to analyze the labor market, though it is quite time and effort-consuming. Of course, companies provide information on available vacancies on their official websites. This is the easiest way for an organization, but there is a high chance that HR professionals will be exposed to numerous resumes of people who do not fit. As for retention, companies resort to promotion, salary increases, and perks. All these strategies are effective when used properly, as employees need to feel that their work is noticed and appreciated.
Google also uses all these strategies. At the same time, the company does not focus on applicants’ education, and 14% of Googlers do not have a college education (Wendland 2014). It is also important to add that the recruitment process involves evaluating professional qualities and the applicant’s ability to fully integrate into the company (How We Hire, 2015). As for retention strategies, Google is one of the leaders in this sphere as the company offers flexible hours, a comprehensive health plan, a creative environment, sports and leisure facilities, and so on (Bershidsky 2013).
It is possible to state that Google’s major HR strategy is to create a diverse, creative, and loyal workforce that will achieve the organization’s goals and will share the company’s values. The recruitment and retention strategies mentioned above meet Google’s major HR strategy. Thus, the company’s policy as for the education background enables the company to hire people who may have the necessary skills and who are creative and active but were unable to get a higher education. This increases the diversity of the workforce and helps in the talent search. Focusing on applicants’ ability to fit into the organization and work in different teams also contributes to developing a diverse workforce.
Employees are expected to collaborate with colleagues from different backgrounds, which positively affects teams’ creative power. Google’s retention strategies make employees loyal. At the same time, these strategies contribute to diversity within the staff, as people have different needs, and a variety of benefits address these needs successfully. Therefore, it is possible to conclude that recruitment and retention strategies employed at Google are effective as they contribute to employees’ and the company’s performance.
Reference List
Bershidsky, L 2013, ‘Why are Google employees so disloyal’, BloombergView, Web.
How we hire 2015, Web.
Torrington, D, Hall, L, Taylor, S & Atkinson, C 2014, Human resource management, Pearson Education Limited, Harlow.
Wendland, J 2014, ‘Google recruitment process’, Telco Exec. Web.