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What’s so special about Google?

It’s an accomplishment to have your workforce intact by the end of the year. Especially when employee turnover rate is soaring sky-high in dotcom companies, this rare distinction is worth the mention. Global businesses on the brink of expansion, the IT boom and the likes have contributed to the high rate of employee turnover. Surveys reveal that the top-priority issue is recruiting and retaining quality employees and employee turnover costs money. One effective way to cut down on costs is to make employee retention a high-priority issue.

The California-based dotcom company- Google, flaunts a zero percent employee turnover rate. Google gets about a 100 resumes a day, despite the fact that it hardly advertises. It is the most popular search engine today and has over a hundred employees. Says Stacy Sullivan, one of the 5 HR professionals at Google that the company believes in having compensation consultants to co-ordinate compensation programmes and benefits for the employees.

Google shares its secrets and tricks of the trade to help other businesses around the world. Here are some highlights.

The place to be

Workplace is a fun-place to be, is Google’s philosophy. Founders Larry and Sergey came up with a number of attractive packages and perks to enliven the atmosphere. A week long vacation apart from a three-week sick time based on need was one such offer. The reason for this says Stacy Sullivan is “We wanted to be over-competitive. And most people seem to like the separation of vacation and sick time”.

Fringe benefits include massages, weekly hockey matches with subsidised kits provided for by the company. Google encourages out-door activity in order to create a fabulous work environment that everybody wants to be a part of.

Food for thought

Gourmet lunches are another attraction at Google, and this is a part of their employee relations regime and not another ‘employee retention’ technique. The cost is not a concern, because Google feels it pays off. It helps techies bond with their non-technical colleagues.

The company does not go by the amount of time put in by the employee but by the end result. You can leave home early provided you put in the needed amount of effort (sometimes late in the night) at home.

Strategy score

Employees at Google get a whopping $2000 for every employee referral that works. The ‘buzz’ created by Google accounts for around 100 resumes sent to the company everyday. Despite the fact that half of the resumes are for technical positions Google emphasised on recruiting women with a technical background. For this the management enlisted the cooperation of five women’s societies.

Another unique method of recruiting is that Google believes in advertising in movie theatres instead of newspapers! Google also has four persons who came as summer recruits and never returned to complete their Ph.D.

New employees are always welcome and Google has never stopped recruiting. It has lost only two employees over the years and the employee satisfaction is phenomenal.

Google doesn’t have a retention plan; it does not need one!


" Hire high and hire the hirers." - J. Neil Weintraut
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			In this whirlwind world of the web time is a critical factor. Most of the time it is an advantage. The www with the help of the Internet not only gives results at the speed of thought but the quality of the results is also mind-boggling. Coming to the point, the process of recruiting developed by companies over the years did give good results most of the time but at a very high cost.. MONEY in the corporate sector is directly proportional to the TIME invested on a task, in this case Recruiting people. The obvious choice was to rope in the Internet and use it to completely revolutionizes the concept of recruiting human resource, by reducing recruitment cycle time & cost. They called it e- Recruiting .

		What’s so special about Google? It’s an accomplishment to have your workforce intact by the end of the year. Especially when employee turnover rate is soaring sky-high in dotcom companies, this rare distinction is worth the mention. Global businesses on the brink of expansion, the IT boom and the likes have contributed to the high rate of employee turnover. Surveys reveal that the top-priority issue is recruiting and retaining quality employees and employee turnover costs money. One effective way to cut down on costs is to make employee retention a high-priority issue. The California-based dotcom company- Google, flaunts a zero percent employee turnover rate. Google gets about a 100 resumes a day, despite the fact that it hardly advertises. It is the most popular search engine today and has over a hundred employees. Says Stacy Sullivan, one of the 5 HR professionals at Google that the company believes in having compensation consultants to co-ordinate compensation programmes and benefits for the employees. Google shares its secrets and tricks of the trade to help other businesses around the world. Here are some highlights. The place to be Workplace is a fun-place to be, is Google’s philosophy. Founders Larry and Sergey came up with a number of attractive packages and perks to enliven the atmosphere. A week long vacation apart from a three-week sick time based on need was one such offer. The reason for this says Stacy Sullivan is “We wanted to be over-competitive. And most people seem to like the separation of vacation and sick time”. Fringe benefits include massages, weekly hockey matches with subsidised kits provided for by the company. Google encourages out-door activity in order to create a fabulous work environment that everybody wants to be a part of. Food for thought Gourmet lunches are another attraction at Google, and this is a part of their employee relations regime and not another ‘employee retention’ technique. The cost is not a concern, because Google feels it pays off. It helps techies bond with their non-technical colleagues. The company does not go by the amount of time put in by the employee but by the end result. You can leave home early provided you put in the needed amount of effort (sometimes late in the night) at home. Strategy score Employees at Google get a whopping $2000 for every employee referral that works. The ‘buzz’ created by Google accounts for around 100 resumes sent to the company everyday. Despite the fact that half of the resumes are for technical positions Google emphasised on recruiting women with a technical background. For this the management enlisted the cooperation of five women’s societies. Another unique method of recruiting is that Google believes in advertising in movie theatres instead of newspapers! Google also has four persons who came as summer recruits and never returned to complete their Ph.D. New employees are always welcome and Google has never stopped recruiting. It has lost only two employees over the years and the employee satisfaction is phenomenal. Google doesn’t have a retention plan; it does not need one! Top


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