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r inquiring about Why the Organization hires the Best of Best, 'Promotions come many times during the period following the ignition of employment, Hiring over qualified is best under such situations, which ultimately means hiring the BEST'

This is not the only motive for choosing Best of Best. The pupils from Top-Schools are not only more intelligent & trained than average but are also motivated and impassioned.

Such candidates prefer learning to paid employment and they value quality of their work over personal interests.

Recruiters at Google look for new hires who have confidence in math & trust rational thought over intuition and value factual analysis over improvisation.

How do recruitments take place?

During the Dot Com bubble of 2000, when the majority of Major Organizations in the World were laying-off the employees, Google was the one to Recruit employees, which enabled them to hire extremely Skilled, Qualified employees at Low Cost.

From then, the Organization has expanded manifold, from just 1063 employees to 9000 and above at present.

Google's recruitment efforts ramp up aggressively rather than settling for conventional recruiting methods (resume analysis, psychometric test, interview)

Google chooses a unique path. Every 1 in 14 Google's employee is working in recruitment. Google's HRD consists of temporary staffers and are called in when need arises.

Google follows a simple rule, 'Hire only A people, & they will hire A people, if you hire B people they will hire C or D people' and Google sticks to the former.

Through a certain structure, Google's recruitment process looks similar to those of other companies.

Those applying for Google take the GOOGLE Labs APTITUDE Test, which distinguishes not only by its difficulty but humor also.

After the tests are over, interviews follow, which is also not casual. At other companies recruiters use small number of tools like Special Hiring Agents, Print Ads, Head hunters etc.

Google uses some of the above tools but depends upon its academic culture.

'Summer of Code' a program which offers student developers stipends to write code for various open source projects, which allow recruiters to indentify candidates & Google also sponsors contests that attract the most brilliant minds in field.

Even at large companies, finding such specialization in field of human resource is rare.

The result is that each recruiter sees only a narrow sector of candidates, so he or she can evaluate them closely to select those who will be asked to appear for tests and then called for interview.

During this process Google carries multiple and lengthy interviews as many as EIGHT interviews per potential hire, which only judges the candidate's capabilities for solving their daily complex problems.

Google's recruitment procedure resembles those of other major companies but are actually opposite of traditional ones.

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