HR retention and recruitment strategies are of paramount importance for an organisation. These are two major factors affecting the company’s performance. At that, Torrington et al. (2014) note that efficient retention is especially important, as employees who leave are often hired by competitors, and this 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 as he/she has no experience in other companies and simply does not know how organisations 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 analyse the labour market though it is quite time and effort consuming. Of course, companies provide information on available vacancies at their official websites. This is the easiest way for an organisation but there are high chances that HR professionals will be exposed to numerous resumes of people who do not fit. As for retention, companies resort to promotion, salary increase, and perks. All these strategies are effective when used properly as employees need to feel that their work is noticed and appreciated.
In Google, all these strategies are also used. At the same time, the company does not make a 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 evaluation of professional qualities and the applicant’s ability to be fully integrated into the company (How we hire 2015). As for the retention strategies, Google is one of the leaders in this sphere as the company offers flexible hours, comprehensive health plan, creative environment, sport 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 organisation’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 search for talents. The focus on applicants’ ability to fit into the organisation and work in different teams also contributes to the development of a diverse workforce. Employees are expected to collaborate with their colleagues coming from different backgrounds, which positively affects the creative power of teams. 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 addresses 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.