Currently, the firm has about 25,507 employees who enjoy working for the organization owing to its challenging environment as well as its casual approach to work. Likewise, Zappos now employs about 38,421 employees who enjoy the autonomy they access at work as well as the freedom.Google is a highly innovative company that models its human resources practices using this approach as well; everything in the company’s people management follows this strategy. First, of all its overall approach to people management is data-driven in that the company must find empirical data to support its work practices. Therefore, when hiring, promoting, designing incentives among others, the company usually relies on information that it acquired analytically before it implements it. Other traditional firms that are not on the top 100 places to work use the exact opposite approach to human resources; their decisions are based on relationships. Many of them depend on intuition and other non-empirical methods to come up with human resources strategies, yet this lacks proof in reality (Sullivan).Perhaps the most impressive area of innovation in the company is the hiring process; the organization is a talent competitor that realizes how crucial hiring is to the success of the company. Many firms may assume that Google is so unique in their business model that they do not have to compete with it; however, as stated earlier, the company is a media organization that makes money through advertisements. Most of its activities revolve around this area of service while the other high-tech aspects account for less than 40% of the company’s revenue (Sullivan).When hiring employees, the company focuses on getting the best talent out there; it uses several long and short-term strategies to achieve this. First, because people tend to interfere with recruitment through personal biases and goals; the firm leaves hiring practices to a group. A ratio of 1:14 is maintained for every recruiter versus candidate. Additionally, it relies on a scientific method for hiring processes; an algorithm exists for recruitment such that the company can predict candidates that have the highest chance of success under its wing.In the actual recruitment process, the company only does four interviews after receiving applications from candidates. Traditional firms may rely on a wide range of recruiting activities even though these methods may not add value to the
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