HR PRACTICES IN GOOGLE1. Integrating innovation into job descriptions: "20% time" Technical employees are expected to spend 80% of their time on core research and advertising activities and 20% on technical projects of their own choosing.""The Employee work structure follows a '70/20/10 Model',2. Eliminate friction at all times: ensure change can happen quickly and efficiently Google's approach to innovation is highly improvisational. Any engineer in the company has the ability to create a new product or feature.3. Letting the market choose: “crowdsourcing” your product strategy4. Cultivate a Taste for Failure and Chaos Schmidt encourages him: "Please fail very quickly, so that you can try again... he had praised an executive who had made a multi-million dollar mistake: "'I'm so happy that you made this mistake. Because I want to run a company where we move too fast and do too much, without being too careful and doing too little. If we don't make any of these mistakes, we're simply not taking enough risks.'”5. Support inspiration with data: Make extensive 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 survey current employees on a number of characteristics and traits, including teamwork, biographical information, past experiences and achievements (for example, have they started a company, wrote a book, won a championship, set a record). Next, statistically determine which of these many characteristics your highest-performing, highest-impact employees exhibit that differentiate them from your lowest-performing and average employees. Finally, you develop an online survey to collect predictive information from candidates. Then the survey of each candidate's biodata and resumes are electronically screened and assigned a score between zero and 100 based on the number of key performance indicators each candidate possesses..