Talent Management at Google

1. Talent
Management at
Google
By V V R Nandaswini
2001008

2. Google at its best
• As per the 2020 Accenture High Performance Report
survey findings, over 85 percent of top leaders believe
talent management as a major competitive driver for
retaining and maintaining qualified workers and
nurturing exceptionally competent individuals.
• Google is an American multinational organization found
in 1998 by Larry Page and Sergey Brin.
• Google is ranked as one of the best places to work in the
industry because to its outstanding employee–
development initiatives, which help employees grow into
the best of professionals.
• Googlers teach one another in a Googler–to–Googler
model – everybody's a teacher now! Google's made
learning part of the way employees work together. It isn't
something HR coerces them into. By investing 20% of
their worktime on new learning and self–development,
Googlers have become what they have.

3. Talent Management
through Work design
• The company has adopted a thoughtful approach that
it uses to offer benefits, rewards and compensation to
its employees for the purpose of retaining talent
within.
• The company’s rate of compensation is unmatched
among other players in the industry.
• Another talent strike at Google is the liberty that its
employees have to explore and refine their skills.
• This is a big incentive for many old and new workers
who feel recognized, valued and appreciated and this
strategy also keeps them excited about their progress
and success.

4. Data-based
talent
management
decisions
• Google is replacing the 20th century subjective decision-
making approach in HR and Google’s reinvention of its HR
function through people analytics has had a dramatic impact
on its business success.
• The HR approach used at Google is named as “People
Operations” and the best premise to this is that accurate
people management decisions are the most important and
impactful decisions that a firm can make.
• Google’s success has to be attributed in a large part to the
fact that it is the world’s only data-driven HR function.
• The key quotes highlighted by the team of Google are: “All
people decisions at Google are based on data and
analytics” and the goal is to “bring the same level of rigor
to people-decisions that we do to engineer the decisions”.

5. An Effective Hiring
Algorithm
• Google is one among the few firms to approach
recruiting scientifically. It developed an
algorithm for predicting which candidates has
the highest probability of succeeding after they
are hired.
• Google is unique in its strategic approach to
hiring because its hiring decisions are made by
a group in order to prevent individual hiring
managers from hiring people for their own
short-term needs.
• Under the project “Janus”, it developed an
algorithm for each large job family that
analysed rejected resumes to identify any top
candidates who they might have missed.

6. Becoming a Talent
Magnet
• Google is a “Talent Magnet” firm and
that is its primary driver of success, just
like it is for the New York Yankees in
baseball and Barcelona in soccer.
• The primary reason to copy and learn
from Google is that if we could
successfully attract and retain the same
calibre of top talent and innovators that
it does, the firm would also dominate
not just our current industry but any
industry or product line that we chose
to go into.