HR PRACTICES IN GOOGLE1. Integrate innovation into job descriptions: “20% time” Technical employees should spend 80% of their time on core research and advertising activities, and 20% on technical projects of their own choosing. Employee work structure follows a '70/20/10 Model',2. Eliminating Friction at Every Moment: Ensuring Change Can Happen Quickly and Effectively Google's approach to innovation is highly improvisational. Any engineer in the company has the opportunity to create a new product or feature.3. Let the market choose: “crowdsourcing” its product strategy4. Cultivate a taste for failure and chaos Schmidt encourages: “Please fail quickly, so you can try again. error. Because I want to run a business where we move too fast and do too much, and not be too careful and do too little. If we're not making any of these mistakes, we're simply not taking enough risks. »5. Support inspiration with data – by making heavy and aggressive use of data and testing to support ideas, according to a Harvard case study, people are not allowed to say "I think", but must instead say “The data suggests…”6. Using Google Algorithms in Recruiting First, you ask current employees about a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e. say they started a business, wrote a book, won a championship, set a record). ).Next, you statistically determine which of these many characteristics your high-performing and most influential employees exhibit that differentiate them from low-performing and average employees. Finally, you develop an online survey to collect predictive candidate insights. Next, each applicant's biodata survey and resumes are reviewed electronically and given a score between zero and 100 based on the number of highest performance indicators each applicant possesses..