The first article talks about the hiring process at Google. I really like this article, it tells us all the procedures that Google goes through before hiring an employee. The thing that I found most interesting in this article is, hiring process of Google in the early years. “Mr. Brin or co-founder Larry Page interviewed nearly all job candidates before they were officially hired.” I believe this is very interesting and at the same time this seems very hard because Google has a large number of employees from the beginning and it is very hard for 1 person (MR. Brin) to meet all the employees personally and interview them before they get hired. The thing that I don’t like about the article is that, Google is only hiring people from the elite schools with good academics and GPA, but I believe this is not a good factor for judging a person’s ability to perform better. If a person does not have a degree from an elite school, it does not mean that he/she will perform poorly in their professional career.
The case studies in the second article talk about the use of an automated employment recruiting and screening system for an organization. This is a good choice if a company wants to try this system. I guess it will save a lot of time and it will save a lot of money as well. The main point of these cases is to throw some light on the importance of automated employment recruiting. Moreover, these cases also talk about the difference between traditional screening and automated screening. I really like the recruiting, screening and hiring process offered by this system. For example, applicants can apply any time they want (24*7) and they can use the method of their choice. This helps the organization to get a lot of applications and they can hire the best pool of candidates for the position.