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The online application process of Google offers an opportunity to the people to become Googlers in just three key steps i.e. Apply, Interview and Decide.
URL for the website: https://careers.google.com/how-we-hire/
The online application process of Google is straightforward and is very convenient and easy to use. The potential candidates are not required to get concerned about the errors related to the form filling and errors as well as the expenses regarding postage. It is also convenient that the candidates get a confirmation of their application that it has been received by the recruiter. The online application process of Google is also free from the errors or timeouts and drop-offs. In various application processes, because of various errors or time outs, the application filed by the candidate gets lapsed and they have to start from scratch entering all the details once again. But in the online application process of Google candidates can save their application in between so. The application process is also highly secured (Bock, 2015). There is no threat of the hackers to use the information of the candidates. But after analyzing in detail there are certain pitfalls also in the online application process of Google which discourages the job seekers to apply for jobs. The process is not much user friendly. It is essential that the online application process must be highly user friendly so that all type of individuals can access them in spite of being less technology savvy. The structure is also required to be improved. In just one click people cannot jump to the site. It is sometime complex for the job seekers to search for the right website or appropriate link. The company also delays in giving back the response to the applicants as there are high numbers of people filling the applications on a daily basis (McGrath, 2011).
To improve and increase the appeal of the online application process of goggle to the job seekers following are the few recommendations:
Bizer, C., Heese, R., Mochol, M., Oldakowski, R., Tolksdorf, R., & Eckstein, R. (2005). The impact of semantic web technologies on job recruitment processes. In Wirtschaftsinformatik 2005 (pp. 1367-1381). Physica-Verlag HD.
Bock, L., (2015). HERE'S GOOGLE'S SECRET TO HIRING THE BEST PEOPLE, Retrieved on: 10th June, 2017, Retrieved from: https://www.wired.com/2015/04/hire-like-google/
Braddy, P. W., Meade, A. W., & Kroustalis, C. M. (2008). Online recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers’ impressions of organizations. Computers in Human Behavior, 24(6), 2992-3001.
McGrath, R. G. (2011). Failing by design. Harvard Business Review, 89(4), 76-83
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