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 How Sundar Pichai hires? 

Introduction of Sundar Pichai and his unique hiring method

Google Inc. Chief Executive Officer (CEO) Sundar Pichai is a successful business executive who is best recognized for his role as the company’s Chief Executive Officer (CEO). He also serves as the CEO of the business’s parent company, Alphabet Inc.Sundar Pichai was born in India, where he had a modest background. On the other hand, he was an exceptionally bright student from the start, and he was given a chance to study at famous educational institutions. Mr. Zuckerberg started his professional career at consulting firm McKinsey & Company before joining the Google team in 2004. He worked there for over a decade, leading various initiatives and advancing the company’s management levels. ‎Google undertook a huge reorganization in 2015, which ultimately resulted in the formation of Alphabet Inc., which became the parent corporation of the search engine giant. The co-founders of Google, Larry Page and Sergey Brin have been promoted to the top positions at Alphabet, and Sundar Pichai has been appointed as the company’s CEO. Pichai has received widespread acclaim for his leadership abilities and product vision; he is credited with increasing the popularity of the Android operating system.

Google on picking the best people

It’s because Google invests in its operations, products, services, acquisitions, and the quality of the people it hires that it has become one of the finest places to work, if not the best, in the world. These folks are the heart and soul of the company’s operations. Google has four recruiting concepts that he thinks will assist even the smallest teams in becoming much more effective at hiring. These are as follows:

1. Establish a high standard that cannot be lowered
If you go into the recruiting process knowing exactly what you want and refusing to accept anything less, your pool of prospects will take care of itself. Google’s fallout rate is outrageously high, to be sure, but their stringent requirements ensure that they only choose those candidates who have the best credentials, the most drive, and the most potential to succeed.

2. Identify potential candidates from your ranks.
When businesses build new teams or expand into new, uncharted areas, they will sometimes turn to third-party recruitment agencies for assistance. Google hires only from inside the company. However, they’ve had success locating their individuals to date for the most part. When you have 60,000 workers regarded as the greatest in their professions, they would certainly have like-minded and equally fantastic networks, which you will want to make use of as much as possible.

3. Make use of the whole team, not just the HR department.
Large corporations, such as Google, may outsource recruiting to a team or department rather than an individual. Smaller businesses aren’t as fortunate, and one or two employees often share the responsibility. Consider using the other team members—borrow a couple of hours from business development or marketing to assist with interviews and obtain a new set of ears and thoughts. This cooperation is also beneficial when determining whether or not a candidate is a good match for the firm.

4. Provide prospects with a compelling reason to want to work for your organization.
According to Jonathan Rosenberg, Google’s former SVP for Products, the company maintained a database of 200 workers’ resumes. The stack would be handed to a candidate who was on the fence about joining Google and told, ‘You get to work with these individuals,’ says Jonathan. The candidate would next go through the pile of personnel, which included everyone from the creator of JavaScript to Olympic athletes. The approach would always be the deciding factor in whether or not they were hired.

What does Sundar Pichai look for in job candidates?

Sundar Pichai has said that he is looking for four fundamental characteristics in job applicants:

1. The capacity to take the initiative.
The ability to demonstrate leadership skills, whether in an official or unofficial role, to organize a team to achieve success is required during an interview. If you can provide more than one example from your work, school, or non-profit, you’ll have a better chance of impressing the interviewer.

2. Knowledge that is specific to a certain role.
Google is searching for employees who have the knowledge and background necessary to succeed in a certain function (such as software engineering) but who also “have a diversity of skills and interests, rather than simply isolated skill sets,” according to the company’s website.

3. How do you think?
The ability to get high grades is important, but Google is more concerned with how you think by posing role-related questions that will demonstrate how you approach and solve challenges. Engaging in a creative brainstorming process is more important instead of constantly looking for the “correct” solution.

4. Googleyness.
While this is a made-up term, it essentially implies that recruiting managers want to ensure that Google is a place where you will prosper while still expressing yourself. If you have good interpersonal skills and are OK with a degree of unpredictability in your daily life, Google may be the right fit for you. A site where people come together to tackle issues that may not always have clear-cut solutions or a single solution, Google is a great place to start.

What It’s Like to Work for Sundar Pichai?

“He has excellent interpersonal skills, compassionate, supportive, and deftly navigates political minefields with grace and decency. He avoids conflict and instead emphasizes the need to work together. He prefers to wait out problems rather than confronting adversaries.”One possible explanation for Page’s high regard for Pichai is that he has acted as a translator and facilitator for Page. He’s also an excellent communicator, and he makes certain that everyone on his team knows the mission’s objectives.

How does Google motivate its employees?

Because Google is a firm that considers its employees its most valuable asset, anything that can be shared is shared, regardless of the source. They can demonstrate to their staff that they have faith in maintaining confidentiality and making sound decisions. Google’s Chairman of the Board presents to all Googlers the same information he gives to Google’s Board of Directors at its quarterly meeting. To ensure that all Googlers are informed of what their colleagues are working on, the material contains launch plans and product roadmaps, in addition to team and employee OKRs (quarterly objectives), among other things. Following yearly surveys of workers in which 90 percent of those who participate take part, the employees see their group’s findings, but they also see the results of all the other groups, which is quite beneficial (privacy is protected). Additionally, when a corporation responds to collective input from its workers, the action(s) taken are communicated to the whole organization. An open Q & session takes up 30 minutes of a weekly all-hands meeting held by Google’s co-founders and is known as “TGIF.” Almost anything may be disputed or questioned, from the founders’ dress to whether or not the firm is progressing toward its stated goals.

The ability to choose how and when work is completed
According to one of Google’s deeply held principles, people can produce remarkable results when allowed to do so. Indeed, research conducted by Sir Michael Marmot, Professor of Epidemiology and Public Health at the University College of London, supports this claim, as do other studies. According to the findings of his four-decade-long study of government workers in Great Britain, employees who had the least influence over their work-life had the greatest death rates and the worst well-being. Employees at Google are given more flexibility in terms of their work hours and when they can go out and have some fun, whether it’s having a massage, going to the gym, or just participating in volleyball. In addition, the company permits every one of its workers to devote 20% of their time (1 day per week) to any activity of their choosing, with no restrictions. It might be everything from aiding with another project to just napping on the job. Anything ethical and legal is acceptable in Google’s eyes.

Because of this flat hierarchical structure, engineers have a great deal of freedom in choosing which projects to work on and when they work on them. The organization also encourages its employees to explore hobbies related to the firm. Furthermore, rather than being instructed by upper management on how to do duties in a certain manner, employees are free to approach projects in their unique way. Employees, for example, are allowed to express themselves by scribbling on the walls. They may also come to work at any time of day or night, in their pajamas if they like, and even bring their dog. Google’s workers gain psychologically from working in a relaxed, creative, and entertaining workplace, while Google benefits from having a more motivated, devoted, and productive team.

Work that is both inspiring and educational
Another reason individuals don’t feel driven at their professions is that their task often lacks diversity and difficulty. Employees’ excitement is drained by the routine nature of the job and the lack of prospects for advancement. Things are different at Google, where the company is making an effort to ensure that its workers are engaged in meaningful and stimulating work. The authorization of 20% for initiatives in their own best interests is a step in the right way. Chade-Ment Tan, a Google engineer who goes by the name of Chade-Ment Tan, seems to have reaped the rewards of the 80-20 rule. During his lifetime, he wished to see the establishment of global peace come to pass. Even though this may have seemed to be an unattainable and weird dream to many, Google was not deterred. In the end, Tan collaborated with Stanford University professor, Daniel Goleman (author of Emotional Intelligence), and other prominent figures in the business field to develop a very effective mindfulness course. Tan’s training is a big hit with the employees at his organization. Tan is also listed as the New York Times best-selling book “Inside Yourself,” published in 2008.

Work is filled with opportunities for enjoyment regularly.
Under Google’s concept, life at the company is not just dedicated to work. There are several chances for recreation for Googlers to get out of the office and even socialize more with one another. There are numerous pauses, facilities for wall climbing, beach volleyball, or bowling, and time for personal creative sessions. There are also pajama days, dress-up days, and a Halloween costume party to look forward to throughout the year. Every April Fool’s Day, Google employees are permitted to design and execute some huge jokes and pranks for the rest of the globe. One example is that workers may physically slide down to the next level thanks to a slide-type structure in Google’s office architecture, which illustrates the company’s playful approach to office design. A ladder similar to this may be seen at the Mountain View, California headquarters, which workers must scramble up to access floor levels.

Take a look at Google Employee Benefits:

Google, like other firms, provides standard extrinsic benefits like flexible spending accounts, no-cost health, and dental benefits, insurance, 401K plans, vacation packages, and tuition reimbursement. However, Google is better renowned for its unique and “more than simply appealing” perks and bonuses that demonstrate its willingness to go to great lengths to ensure its workers are continually satisfied.

The following are only a few instances of these special perks and bonuses.

  • Employees may be reimbursed up to $5000 for legal fees.
  • Maternity benefits of up to 18 weeks at approximately 100 percent salary, The newborn’s father and mother get reimbursed up to $500 for take-out meals during the first three months they spend at home with the infant (Take-Out Benefits).
  • Financial assistance for child adoption (Google’s Adoption Assistance)
  • At the company’s Mountain View headquarters, a vehicle wash, oil change, bike repair, dry cleaning, gym, massage treatment, and hairstylist are all offered on-site.
  • The Googleplex has an on-site doctor, a free workout center and trainer, and a laundry facility, among other perks.
  • Lunch and supper are complimentary. Additionally, a daily menu of delectable yet nutritious meals prepared by gourmet chefs is available.

Voice and Value

At Google, democracy reigns supreme, with workers having a significant say. Here are a few examples.

  • Every Friday, the firm organizes an employee forum in which the organization’s top 20 frequently asked topics are discussed.
  • Employees may convey their ideas and opinions via various modes of expression. Google+ chats, various polls, Fixits (24-hour sprints devoted only to resolving a single issue), TGIF, and even direct letters to any Google executives are available as channels.
  • Googlegeist, the company’s largest poll, solicits input on hundreds of concerns and then assigns volunteer staff teams to tackle the most serious issues.
  • Employees are polled regularly by their bosses. The poll findings are used to publicly recognize the finest managers and designate them as role models or instructors for the following year. The weakest managers get intensive assistance and coaching, and 75 percent improve within a quarter.

Unique culture at Google?

The most critical aspects of the Google workplace are the following:

There are no distractions

Google’s promise of free gyms, free lunches, free haircuts, free automotive washes, and even free cleaning is brilliant. Rather than traveling offsite or taking a day off to do daily routine duties, Googlers will complete them on-site and continue working.

• Weekly meetings

Google is so taken with the notion that they have shifted their all-hands meetings to Monday at 10:30 a.m. as the easiest method to excite the staff for the coming week. Instead of a weekly wind-down, the Monday morning conferences guarantee that the week gets off to a good start.

• Google give back

Google employees are squarely motivated to give back to their communities, a cause that the company enthusiastically supports. Google even adds contributions for volunteer hours worked by its employees. Surely it would be lovely to work for a firm that will match your charity efforts? That is the world that Google employees fantasize about.

• Work how to want

Google employees are squarely motivated to give back to their communities, a cause that the company enthusiastically supports. Wouldn’t you want to support an organization that would match your generous contributions? That is the world in which Google employees thrive. Google even matches contributions for volunteer hours put in by its employees.

• Benefits for life

Google’s shockingly generous benefits do not end with the death of an associate employee. If this occurs, the employee’s stock options vest automatically, and their spousal equivalent gets half of the Googler’s normal salary for ten years, plus $1,000 per month if they have children.

• Levels of job satisfaction

Job happiness is best predicted by how well the duty’s reinforcers fit the incumbent’s ideals. The degree to which the vocation’s interests align with the incumbent’s interests serves as a predictor. On a broad level, the higher the standing intelligence status of an Associate in Nursing vocation, the greater the work happiness of its incumbents—but furthermore, the more likely its incumbents will have values and interests that align with the occupation. Google also has a lengthy history of discriminating against its employees.

We hope this blog will give you all the motivation you need to hire the best employees for your organization.

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