question 3. In addition to using interviewrs, how might Google select employees for certain jobs such as programmers? How would you decide which types of assessments (s) are most important for hiring programmers that best fit the jiob.

and Procedures Opening Case Finding the Best Fit: The Case of Selection at Google Acquiring the best talent provides organizations with an important competitive advantage, particularly when selection systems are aligned with strategic objectives. Chapter 6 pointed out one key aspect of hring the best talent the recruitment and selection funnel. As noted there, having more candidates to choose from in the funnel gives an organization the highest probability of hiring the best. In other words, all things being equal, it's better to choose from 10 qualified job candidates than from just two Now consider the size of the recruitment and selection funnel at Google which is one of the most admired employers in the world and has been ranked at the top of Fortune's list of best companies to work for for many years. By some estimates, Google receives as many as 2 million job applications each year but only hires about 5.000 of those applicants. Thus, the chances of an applicant landing job at Google are about 1 in 400; it is not impossible to get a job there, but it is not going to be essy One thing is certain: The recruitment and selection funnel works in Google's favor. In addition to having more qualified applicants from which to choose companies also need valid.job-related selection procedures to be able to choose among job candidates. As this chapter discusses, managers who simply choose candidates from the guttend not to choose the people who are the best fit for the job. Rather, systematic and rigorous selection procedures, such as a structured interview process in which all candidates are asked the same job-related questions, lead to hiring the best talent. Google is a leader in this area, applying the top research practices to optimize its interview process. For example. Google found through its research that conducting four interviews is the best way to optimize selection decisions. This is likely because having more than one interviewer compensates for the biases of any single interviewer, and it also takes into account that a candidate may simply have had a bad day" When they participated in an interview. Google also found-again through robust analytics-that conducting many more interviews per candidate (es. 2) was not necessarily more effective and may in fact have made the selection process take too long. The point is that using research and analytics to understand the hiring process maximises the chances of hiring success PART II MANAGING THE TALENT LIFE CYCLE Other innovative approaches to recruitment and selection include Google's development of an Gongle international programming competition called Google Code Jam, which was established in 2003 to help the company identify top engineering talent. The competition culminates with the top 25 Code Jammers competing in the World Championship for $15,000 and bragging rights. Google sees this as a way to engage with the engineering community, celebrate those at the top of their game, and also to consider top talent recruited in a unique way. Google seems to have leveraged the best of proven selection science as well as creative applicant cultivation to its advantage