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Predictors Google Incs Job Selection Methods
Predictors: Google Inc’s Job Selection Methods
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Introduction
Google Inc has established itself as a “recruiting machine” by establishing a ‘recruiting culture” that is yet to be replicated by other corporations. Because of this culture, Google funds its recruiting strategies to an extent where the practice is regarded as part of the organisation (Vella, 2012). Much of its successful recruitment function is largely credited to reliance on the use of predictors and psychological contracts to design its recruitment and selection strategies. Google considers recruitment and selection as consisting of prediction, where it has to forecast candidates who are likely to be successful at work based on psychometric tests. Because of its recruiting culture, Google finances its recruiting activities to the extent in which it has gone further to alter the ways in which employees work so as to attract and retain the best talents (Sullivan, 2005). This paper analyses several aspects of the company by drawing on the company’s use of psychometric testing in its selection and recruitment strategies. It is reasoned that the use of formals tests in its selection strategy is rested on the premise that the tests offer valid and reliable information on a range of relevant attributes. The underlying assumption is that the psychometric tests predict job performance and that those who perform excellently in the scores from the test perform well on the job.
Google uses psychometric tests to determine cognitive ability. The company has made increased use of the tests as a component of its selection process for job vacancies. Google has altered the distinct features of its hiring process. As a result, it no longer focuses on standardised testing scores and Grade Point Average (GPA) for candidates who have been out of college for more than three years (Nisen, 2013). The candidates are hired based on how the company can prove they are smart. The psychometric tests are designed to measure the personality, ability, traits and the required skill levels of the candidates considered for certain jobs.
Psychometric tests and assessment centres (ACs)
In using the psychometric tests as a tool for assessing skills, the company is able to save on the cost of having to train its staff or hiring external consultants to administer the tests. Because of the substantial costs involved, the tests are more likely to measure the skills that the company wants rather than those that it indicated in the job ad or that the candidates may have. In comparison to skill surveys, the use of information on psychometric test can serve as an approach to assess the changing skills demand in the job market. In conducting psychometric test, the company uses a variety of selection methods, such as interviews (Bergkvist & Rossiter, 2007).
In using assessment centres, the candidates are made to feel that the company offers ‘extra’ care by appearing to train them and offer them career development opportunities. A range of predictors are used at assessment centres, including personality questionnaires and work samples, where candidates have to undertake a range of assessments that are intended to show whether the candidates will work effectively or fit appropriately in the job.
The extent to which the company uses psychometric testing and assessment centres is dependent on the types of workers it is recruiting. The company largely uses assessment centres for managerial vacancies, as well as when recruiting graduate entrants. The assessment centres are valid because of the large size of the firm and the large pool of candidates who send job applications.
Types of predictors used
In order to draw conclusion into the ability of the candidates, the company acknowledges that it is crucial to gain a lot of information on the candidate’s abilities. The predictors used in assessment centres and psychometric tests include cognitive ability tests, work samples, interviews, personality tests and integrity tests.
Cognitive tests
The whole idea of using cognitive ability test at the company is based on the perspective that mental ability is generalisable across various jobs. In which case, if an individual is efficient in solving a certain problem, they are also likely to efficiently solve other types of problems (Jenkins, 2001). The test is used in measuring the candidates’ numerical reasoning, verbal capability, critical reasoning and the capacity to comply with a sequence of consistent steps at an abstract level. For instance, the tests for technical staff such as programmers, customer care staff, managers and sale workforce may involves the fault-finding and technical checking skills. Critically, cognitive ability tests have predictive validity. This means that it can predict subsequent job performance. However, this is controversial, since employee performance also depends on motivation (Merwe, 2002). To address the controversy, Google provides lavish perks, high pays, job flexibility and paid time off to motivate recruited candidates.
Personality tests
The fundamental reason for using this group is since the company believes that there are some personality traits that can be measured, as well as those traits that influence individual capability and job performance appropriate for certain job groups. In assessing the individual’s personality, the company checks the ‘big 5’ taxonomy or personality traits, namely agreeableness, extroversion, emotional capability, openness to experience and conscientiousness (Jenkins, 2001). On critical analysis, cognitive ability tests have predictive validity, hence, can predict subsequent job performance.
Panel interviews
The panel interviews present the company with an opportunity to watch the candidates, seek answers from the candidate as well as inform the candidates of how well the organisation is structured and managed. Due to the interactive nature of panel interviews, the candidates are able fit themselves psychologically into the company. Hence, interviews lay grounds for formation of psychological contracts (Jenkins, 2001). The method has helped the company to evaluate the candidates on the basis of the work values, their integrity and honesty. At the same time, the company can use criteria bases on what it believes should make the candidates employable and that match with the organisational values.
Despite the advantages, panel interviews have certain drawbacks from the perspective of the employees. For instance, since the panel of recruiters, who are usually line managers, sit in front of the candidate, it may build pressure on the candidates (Merwe, 2002). Nevertheless, the company is confident that by building such pressures, they are able to assess whether the candidates can overcome the pressure and translate that ability with the pressures at the workplace. This is a major criterion the company uses to build psychological contract.
Panel interviews contribute most towards the creation of psychological contract on the side of the candidate, since one is presented with an opportunity to inquire from the interviewers such as the type of management structure or expected challenges. This is since it allows candidates to ask questions.
Conclusion
The psychometric tests that Google uses it is recruitment and selection method offer valid and reliable information that can predict job performance. Since the company views the job as a stable entity that must be filled by the most suitable candidates, the job performance can be predicted to some extent. The methods therefore seek to ensure predictive validity. By predictive validity, it means that the selection methods, the company uses in recruitment, can predict subsequent job performance. However, it is argued that the predictivist approach is inappropriate, since it is based on the assumption that individual differences of the employees can be evaluated accurately. Additionally, it overlooks the criteria for translation of decisions into actions. This is since rather than employee’s ability, performance on the job also depends on motivation.
References
Bergkvist, L. & Rossiter, J. R. (2007). The predictive validity of multiple-item versus single-item measures of the same constructs. Journal of Marketing Research, 44 (2), 175-184.
Jenkins, A. (2001). Companies’ Use of Psychometric Testing and the Changing Demand for Skills: A Review of the Literature. London: London School of Economics and Political Science
Merwe, R. (2002). Psychometric Testing and Human Resource Management. SA Journal of Industrial Psychology, 28(2), 77-86
Nisen, M. (2013). Google HR Boss Explains Why GPA And Most Interviews Are Useless. Business Insider. Retrieved: <http://www.businessinsider.com/how-google-hires-people-2013-6>
Sullivan, J. (2005). A Case Study of Google Recruiting. Retrieved: <http://www.ere.net/2005/12/05/a-case-study-of-google-recruiting/>
Vella, M. (2012). Inside Google’s recruiting machine. Retrieved from Fortune website: <http://fortune.com/2012/02/24/inside-googles-recruiting-machine/>
Predictive policing
Predictive policing
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Introduction
In line with successfully comparing and contrasting application of information technology and optimizing police departments’ presentation to reducing crime Vs casual patrols of the streets, one has to overlook at the current information technology accessible to police. Predictive policing is any policing strategy that uses and develops information as well as sophisticates investigation to inform progressive crime prevention. There are five aspects of predictive policing they include; technology and cutting-edge analysis; operations and integrated information; viewing the big picture, connection to performance, flexibility to changing conditions. There are many ways technology can be used to implement the five elements. For instance; resource allocation and patrol staffing; location and time of future occurrence within a crime pattern; early detection of career criminals; investigation of predatory patterns; vulnerability and threat assessment; city planning; supervision of traffic and so on. The police force would adjust and use the developing and evolving technology to place them in the best position to be able to effectively and effectively do their job. Integrated information and operation, is an element that removes silos permitting a timelier and simpler admittance to information. It majors on managing, developing, operating and integrating information infrastructure. Most businesses tend to go wrong by Isolating information with the departments it came from. The idea of predictive policing is gaining much prominence among the law enforcement agencies. With dwindling budgets and a struggle to fight crime, police departments across the nation have the challenge of deploying police officers in areas or locations where crime is likely to occur. The application of information technology use in optimizing police department’s performance in reducing crime is critical to random patrols of the streets. Therefore, police departments should enhance their efforts to systematically predict where and when crimes are likely to occur depending on how well they deploy their resources
Benefits of Information Technology in Police Departments
The application of information technology is critical to raising the performance levels of police departments. The benefits of incorporating information technology systems in fighting crime are very cost effective. Police department in responding to the immense forces of change, such as globalization, changing demographics, emerging environmental issues, growing threats of stability, and increasing expectations from the public on policing services and results, must apply information technology systems. By increasingly using information technology, increases access to information and transparency, aggregating the populace data across law enforcement agencies, providing holistic perspective of the population behaviour, and integrating predictive analyses (Willis, Mastrofski, & Weisburd, 2007).
COMPSTAT: Predictive Policing
According to Willis, Mastrofski, & Weisburd, (2007), COMPSTAT is a predictive information technology model that uses Geographic Information System (GIS) to map crime locations, identifying crime hotspots, and problem areas. CompStat model is a managing process in a performance management platform that disorder information and analyses, strategic problem solving, and a responsibility structure. It is a system that facilitates timely and accurate crime analysis. And it is used to study crime patterns and various problems. The analyses generate customized responses which are implemented through appropriate and rapid deployment of resources and personnel. Its accountability structure is important to ensuring that the analysis is acted upon, and responses affected appropriately. It also assesses if the responses are effective and efficient in reducing crime. Geographic Information systems (GIS) provides search strategies that employs computerized crime mapping, crime analysis, CompStat, geographic profiling, criminal and offender profiling, hotspots identification, spatial analysis, geocoding, and geospatial analysis (Willis, Mastrofski, & Weisburd, 2007)..
Implementation
This is a data driven management model called CompStat, it known for decreasing crime and enhancing the quality of life of New Yorkers for almost the last decade. This process, as an information system is guided by the four principles of input, processing, output, and feedback.
Input
DeLorenzi, Shane, & Amendola, (2006) argue that for knowing what is happening by gathering accurate and timely intelligence, the sources of data will be from official sources, such as calls for service, crime, and arrests data. This primary data should be available real-time so as to provide crime maps, trends, and other analysis products. The command personnel use these information products to to know which crime problems need to be addressed.
Processing
To have a plan need effective tactics that relies on previous successes, and appropriate resources. The command personnel and other law enforcement officers plan tactics that respond well to the identified crime problems. These strategies may include government, law enforcement, and community partners (DeLorenzi, Shane, & Amendola, 2006).
Output
Quick operation implies one should do it fast which is different to the traditional policing of spontaneous model. If the tactics are deployed in a timely manner, then CompStat deploys resources to places where there is current crime. This results to heading of the problem before it escalates or continues.
Feedback
Assessment and follow up involves if it has worked, the do more of it, otherwise do something else. CompStat has platform for checking on the success of the present and past strategies in resolving the identified problems. This feedback strategy is excellent for problem solving focused on crime reduction, and provides intelligence on how to improve present and future planning and deployment of resources (Firman, 2003).
Benefits of Implementing CompStat
The New York Police Department introduced techniques of predictive policing in 1994. CompStat has amassed immense wealth of historical crime data. Mathematicians came with a number of algorithms that run against past historical data to forecast on the nature of future crimes for police departments. Predictive policing has seen a significant drop in rates of crime such as car thefts, burglaries, and many other kinds of crimes in neighbourhoods. The goals of the system are to add to accountability, improve the performance of police departments, and their service effects.
SWOT Analysis
This is the strengths, weaknesses, opportunities and threats of police departments that would wish to perform the predictive policing model. The strengths lay in the traditional policing model expertise which CompStat is supposed to compliment. The opportunities are the vast crime intelligence generated and the need to broaden participation of community. The weaknesses could be difficulties in implementing CompStat, as police departments may implement just as a means to convey data. The threats may be acceptability by the conservative police officers who prefer traditional policing approach (Willis, Mastrofski, & Weisburd, 2007).
Therefore, increased application of information systems in fighting and predicting crime is related to the core business of police department in achieving desired results of crime reduction. Information systems thus helps law enforcement agencies to make appropriate decisions, achieve mission objectives, analyze system results, and reduce operating costs. Application of information systems offers solutions to address the key strategic challenges facing law enforcement agencies, to protect the nation and its citizens, and managing the overall police performance. Information technology provides a combination of deep industry expertise, comprehensive hardware portfolio, software and services together with a proven methodology to develop strategies and solutions with an actionable roadmap (DeLorenzi, Shane, & Amendola, 2006).
Information technology definitely increases the engagement of community members and the police, thus the increasing interaction encourage public participation which is a protective factor against crime. The use of ICT tools such as message boards and listservs enhances collaborative problem solving, and broadening participation. Technology though, is not a substitute to face to face interaction between law enforcement agencies and criminal activities. Too much expectation on information technology as a problem solving tool can immensely inflate expectations for information technology projects. Willis, Mastrofski, & Weisburd, (2007) argue that the information technology installed is not immune from problems. Use of information systems does not solve past occurrences of crime, nor eliminate barriers of participation; they can instead turn out be just a means of transferring data. Information technology tends to view crime like weather, or as some occurrence that just happens instead of a series of human decisions and people’s actions.
Conclusion
Law enforcement agencies including police departments have the mandate to improve public safety by engaging in addressing crime and terrorists activities. In applying information systems helps them to integrate data to provide a wholesome view of the persons, objects, locations, and events. This helps in reducing the time needed to conclude investigations, implementing accountability programs to improve police departments performance, defining and discovering criminal and threat related patterns, considering both historical and future senses.
References
Willis, J.J., Mastrofski, S.D. & Weisburd, D. (2007). Making sense of CompStat: A theory-based analysis of organizational change in three police departments. Law & Society Review, 41 (1), 147-188.
DeLorenzi, D., Shane, J, & Amendola, K. (2006). The CompStat process: Managing performance on the pathway to leadership. The Police Chief, 73 (9).
Firman, J.R. (2003). Deconstructing CompStat to clarify its intent. Criminology & Public Policy, 2 (3), 457-460.
The flames of violence in the partition of India
The flames of violence in the partition of India
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The flames of violence in the partition of India
Introduction
India is a country that has more religious and ethnic groups than any other country in the world. History records that, there are 15 languages spoken in the different tribes and sects in India. Additionally, there are eight major religions in India. As a result of difference in religion, three ethnic conflicts arose which led to the partition of India. There has been a great problem between Assam and Punjab. The main problem on Punjab side was primarily based on regional and religious conflict (Mohanty 2013, pg. 93). On the other hand, Assam problem was based on religion. A conflict existed between the Hindu and Muslim based on religion. The essay looks into the three most important factors that stoke flames of violence in the partition of India.
Notably, India was partitioned into two independent states which are Pakistan and the Indian union that was in 1947 AD (Chitkara 2008, pg. 78). There are three major factors that contributed to the partition which include the relationship of Muslim League, the British rule of divide and rule in basis of caste, religion, and race, and Indian National Congress. The demand of the Muslim league for a separate country greatly led to the partition of India. The British rule of divide and rule was of great effect especially in the political arena. This is because the British greatly affected the Muslims politically. The colonial administrators did not favor the Muslim predominantly areas in the allocation of resources and development. The outcome of the disproportionate and inequitable resource allocation contributed to radicalization of the largely Muslim population, who later demanded secession.
Communalism
Communalism was a main factor that strokes the violence in the partition of India. As indicated above India was divided along religious and ethnic lines. The partition of India revolved around the Indian politics. Various ethnic groups had diverse views on political ideologies and how to manage the newly independent state. The main political issues included creation of different political parties based on different ideologies, concern of insecurity of the minority members, conflicts of the existing political parties, and the rise of Communalism. Just after the Second World War, British government was forced to externally, and internally grant India its independence. After independence, communalism came in which sowed seeds of partition in India (Das 2005, pg. 178). In communalism, they believed that people who have the same religion would have common secular interest. Thus, they saw it good to form different groups based on the religion. The interest of every religion was seen as incompatible, and hostile to each other. That is why they could not live together in harmony.
Consequently, they were forced to stay away from each other. Even before the partition was done officially each group segregated itself from all the other group and they could not live in harmony. This formed the basis of the newly formed parties. This is because the parties were based on different ideologies that the people had concerning different issues mostly based on religion. The British government which ruled India for almost 200 years gave full encouraged for the different groups to continue segregating and staying away from each other (Feeley, Rubin, 2008 pg. 103). All the activities that the British carried out in their reign affected the Indians at large. This is because they only encouraged them to continue segregating instead of uniting them. This facilitated the widening of the gap between the two groups in India. They encouraged the partition by offering the communal awards to every group. They clearly brought out the differences between the Muslim and Hindu hence causing a wide gap between the two groups (Murray, 2004 pg. 56).
With the roots on communalism, the two groups decided to form different political parties. A party referred to as All India Muslim League was formed by Muhammad Ali Jinnah was before a member of the Indian National congress. As a result of differences with Mahatma Gandhi, he decided to come up with his own party (Das 2005, pg. 104). Each of the different parties under different leadership tried to achieve its missions by all means. There were instances of violence, attacks and deaths as a result of the feud among the parties. That is why there was creation of rivalry and misunderstandings between the two parties. The Indian Muslim League forced some of the changes to occur in the Indian politics. In the 1940s, some of the political parties were strengthened and they could carry out their activities appropriately. That is why there was creation of new generation of politicians such as Hindu Mahasabha and Akalis who belonged to the Punjab group (Verma 2005, pg 116). Each community wanted to continue existing strongly, and they all highlighted what they required. No group wanted to exist as a minority group that is why they made sure that they modeled a new member to lead their political parties.
Muslim League
The Muslim League party under the leadership of Muhammad Ali Jinnah greatly led to the partition of India (Chitkara 2008, pg. 47). Formation of religiously inclined political parties enhanced the partition of India. The party was formed majorly in areas such As the northwestern frontier provinces, Kashmir valley, and East Bengal. This party covered the majority areas in India. As a result of the situation the Indian National Congress party was formed. They felt that they were being left behind, and they needed to be powerful and acquire more territorial area in India. They also wanted their impact to be felt in all parts of India. The Indian National congress mainly represented the Muslims living in India. They were worried because they were being left behind.
One of the factors that alarmed them is when the British government introduced Hindu as an official language in one of the largest cities in India. The Muslims took this situation negatively and they were ready to fight for their rights and what belonged to them. They had to come up with an ideology to solve this problem because they also required recognition and they were ready to fight for their rights. Feng (2011, pg. 227) depicts this situation as having been characterized by “burning dais, burning trains and cities, thereby connecting familiar features of everyday life with the violent destruction associated with 1947 Partition”. Each group wanted to be recognized and their rights met because they are all citizens of India regardless of the language and religion (Alter 2003, pg. 45).
The Muslim League was formed for various reasons. First, to protect the interest of the Muslim, they wanted their rights to be protected and recognition, especially from the part of the government. They wanted all the interests to be recognized by the government and fulfilled. This could only happen through the formation of the party that would represent its interest to the government. Second, they wanted to support the British administration system which was almost getting extinguished. They knew if they protect the administration they would be safe at all times. Third, they wanted to counter the influence of the Congress. They were sure if they did this their interest would be met at all levels (Chitkara 2004, pg. 23). As time went by the Muslim League divided into other different parties as a result of difference in ideologies this continued widening the gap and causing more partition.
Indian National Congress
The Indian National Congress was one of the major political parties in India, and among the factors, facilitated the partition of India. The Indian National Congress functioned in the post-independence and the pre-independence era. During the pre-colonial era the party was in the lead struggling for its independence while in the post-independence era they were prominent in Indian politics (Roy 2010, pg. 89). While the Muslim League advocated for British administration, the Indian National Congress was against British administration. As a result of the controversial issue on British administration, the gap continued widening between the two different political parties. The Indian National congress was not necessarily against the British administration but they were fighting for their independence. They wanted to take over the administration of their country and as a result of this fought for their independence continually (Mohanty 2013, pg. 61). When they attained the independence, they ruled the country for almost thirty years till when their leader was murdered. This created a great rift between their rivals who were the Muslim League party.
Conclusion
In conclusion, the three factors that stroke flames of violence in the partition of India were communalism, Muslim League, and Indian National Congress. Each of the groups did not believe that they would live in harmony with the other group. This created the great drift between the two groups. The British divide and rule policy also contributed much in the partition of India. This is because the British advocated for the rift between the two groups based on religious and ethnic differences. They Muslims and Hindus were living together harmoniously but because of their differences in ideologies they started segregating and setting themselves apart. They failed to inculcate that feeling of unity and harmony even though they had different religious believes. The communalism factor was the main factor which contributed the partition of India. This is because each party was ready to bring out different ideas on government formation.
Bibliography
Alter, S. 2003. Amritsar to Lahore: a journey across the India-Pakistan border. Philadelphia, Univ. of Pennsylvania Press.
Chitkara, M. G. 2004. Rashtriya Swayamsevak Sangh: national upsurge. New Delhi, A.P.H. Pub. Corp.
Chitkara, M. G. 2008. Converts do not make a nation. New Delhi, A.P.H. Pub. Corp.
Das, S. K. 2005. A history of Indian literature. New Delhi, Sahitya Akademi.
Feeley, M., & Rubin, E. L. 2008. Federalism: Political Identity and Tragic Compromise. Ann arbor, Mich, University of Michigan Press.
Feng, P. 2011.Birth of Nations: Representing the Partition of India in Bapsi Sidhwa’s Cracking India. Chang Gung Journal of Humanities and Social Sciences, 4:2, 225-240.
Mohanty, N. 2013. America, Pakistan, and the India factor. New York, NY, Palgrave Macmillan.
Murray, D. J. 2004. The defense policies of nations: a comparative study. Baltimore u.a, Johns Hopkins Univ. Press.
Roy, R. 2010. South Asian partition fiction in English from Khushwant Singh to Amitav Ghosh. Amsterdam, Amsterdam University Press.
Verma, A. K. (2005). Reassessing Pakistan: role of two nation theory. New Delhi, Lancer.