谷歌与许多大型跨国巨头相比是一个相对年轻的公司(Halzack, 2013)。它在1998年开始了它的旅程，从那时起，它已经为其他人树立了榜样，他们采用的新鲜的管理实践是优越的，在留住更好的人才方面非常有效(Nel et al.， 2011)。谷歌的非凡成功为其他人树立了榜样，并展示了一个组织如何通过培养和庆祝其员工的成功来实现在全球平台上的全面成功(Nightingale, 2008)。根据德勤人力资源和劳动力分析主管劳伦斯·柯林斯(Laurence Collins)的说法，谷歌提供的办公环境、成长机会、工作、奖励制度和灵活性都是由员工提出的(Friedman, 2014)。
在谷歌(Halzack, 2013)中，工作概况本身就是一个激励因素。每年，谷歌有超过200万份申请，约5000个职位空缺。谷歌的“人力运营”负责人Lazslo Bock在接受《福布斯》采访时表示，他甚至从申请者那里收到过威胁、贿赂和讨好。他表示谷歌将最优秀的人才纳入董事会，因此公司多年来一直关注招聘(Wauters, 2010)。
在谷歌，算法被用来预测候选人是否最适合某一特定的工作，特别是智商水平较高的候选人通常会被选中(Friedman, 2014)。最重要的是，个人接受信息和学习的能力更为重要(Halzack, 2013)。起初，谷歌喜欢在面试中使用脑筋急转弯和谜语，这已经不是面试过程的一部分了。因此，人们会问传统的面试问题，因为人们认为，一旦确定了趋势，更重要的是要努力去解决它。该公司有事实和数据，使这些决定更有信心和准确性(Nel et al.， 2011)。
In the year 2004 when Google became public, a letter was send by the Google founders’ of the company to its investors mentioning the modus operandi of Google. In that letter, a very significant paragraph was added by Sergey Brin, the co-founder of Google. It states that employees of Google who prefer to call themselves as Googlers mean everything to the company. The company has organized itself around the skill of attracting and influencing the talent of outstanding technologists and people in business. Google feels lucky to have recruited several creative, disciplined and conscientious stars. The company has high hope to recruit many such talents in future. Google will always recompense and delight them well (Friedman, 2014).
Google is a relatively young company in comparison to many big multinational giants (Halzack, 2013). It started its journey in the year 1998 and since then, it has set examples to others that the fresh management practices that they have adopted are superior and very much effective in retaining better talents (Nel et al., 2011). The exceptional success of Google sets example for others and shows how an organization by nurturing and celebrating the success of its employees can achieve overall success on a global platform (Nightingale, 2008). According to the director of Human Resource and Workforce Analytics, Laurence Collins of Deloitte, the office environment, the growth opportunity, the work, the reward system and the flexibility that Google offers are all proposed by its employees (Friedman, 2014).
The jobs profile its self act as a motivator in Google (Halzack, 2013). Every year, more than 2 million applications are submitted at Google for approximately 5000 vacancies. The head of “People Operations” in Google, Lazslo Bock, stated in an interview with Forbes that he even receives threat, bribe and pleases from the applicants. He stated that Google takes into board the finest talents therefore the company eyes a recruit for years (Wauters, 2010).
At Google, algorithms are used to predict whether a candidate will best suit for a particular job or not especially candidates with higher level of intelligent quotient are often selected (Friedman, 2014). Above all, an individual’s ability to take in information and learn is more important (Halzack, 2013). Initially, Google used to prefer brainteasers and riddles in their interviews which is no longer a part of the interview process. Therefore, traditional interview questions are asked as it is believed that once a trend has been identified, it is more important to work upon it. The company has facts and figures which have given such decisions more confidence and accuracy (Nel et al., 2011).