HIRINGSECRETS

T H E W A Y G O O G L E H I R E S

G.P.ASHOULD BE BYPASSED

Google no longer uses test scores, GPAs or brain teasers to assesscandidates. Instead, the company looks for how well candidates pickup new information and solve problems, qualities that are betterpredictors of performance.

QUALITYSHOULDN'T BE COMPROMISED

One way in which Google ensures it keeps a high bar is by taking thehiring decisions away from its managers. Instead, an independentcommittee reviews the interview results and makes the decision. Andamazingly, Larry Page still reviews every offer that goes out the door.

STRUCTUREINTERVIEWS AND ASSESSMENTS

Capture every data about a candidate like their performance, reviewsetc. and generate a helpful insight which gives you fair idea about the

fit.

BUILDRELATIONSHIP

Show them the work-space, introduce them to the folks on the team,and talk to them about what it is like to be part of the team and

company. They want to know how they will fit in your company cultureand this will help them already connect to the environment as an

employee.

IDENTIFYLEADERSHIP TRAITS

Google is looking for ‘emergent leadership,’ or the ability to step in tohelp solve a problem, and just as importantly, to step back when it

makes sense for someone else to take charge.

GOOGLYNESS" THE BIGGEST SECRET"

This means being comfortable with ambiguity, bringing somethingnew to the mix, and having intellectual humility. It’s the ability to say,when presented with new information, ‘I was wrong, and here’s my

new position.’

“We look for people who are great at lots of things,  love big challenges and welcome big changes,” 

Google Careers

Seamless collaborative hiring for amazing teams.

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