Journey to World’s Best Recruiting Process

Google Inc. Facts

• Started in 1988, it took Google 17 years to become world’s leading employer brand.

• Google was started as a research project by two Stanford PhD students – Larry Page & Sergey Brin.

• Currently, over 57,100 employees work for the ‘Search Giant ‘worldwide.

Best Employer Brand• Was listed as ‘Best Company to Work for’ by Fortune Magazine

in 2007, 2008 and 2012.

• Universum Communications Talent Attraction Index nominated Google ‘World’s Most Attractive Employer Brands among Grads’ in 2010.

Google Recruitment Facts

• Receives over 3 million application a year and hires only 700 people annually.

• 1 out of every 428 applicants is recruited by Google.

• 20% more selective than Harvard, Stanford or Yale.

• Weekly Noogler Inflow Rate had increased to 300 people a week from 31.

Traditional Interview Process

• Traditionally hiring at Google took 15-25 rounds of interview.

• Recruitment took 6 to 9 months.

• Brain teasers made traditional interview process an awful candidate experience.

How Google Became World’s Best Recruitment Process

…

Implementation of 3 Hiring DNA at Google Inc.

1st RULE

Set a High Bar for Quality and Never Compromise with It

• Google has extremely unnegotiable quality standards.

• Hiring managers at Google does not have decision-making powers.

• Organization has a hiring committee to make non-biased hiring decisions.

• Goal is to create a non-biased recruitment system that hires ‘best of the best’.

2nd RULE

Access Candidates ObjectivelyFour Pillars of Google Interview –

1. General Cognitive Ability

2. Leadership or ‘Emergent Leadership’ Qualities

3. Googleyness

4. Role-Related Knowledge **Brain Teasers are a BIG NO.

3rd RULE

Give Candidates a Reason to Join

A job needs to be a calling, a source of enjoyment providing a sense of fulfilment to the employee. A sense of job fulfillment impacts organizational productivity and engagement positively.

Prime Motto of Recruiters at Google:

Connect every hire with organization’s mission simply by adding meaning to their working.

Recruiters’ Takeaway

1. Have a Standard Hiring Criteria – Never compromise with ‘Quality’

2. Set Clear Definition for Interview Results on the Scale of Bad, Mediocre and Good Results.

3. Ask Right Set of Questions – Focus on Creating ‘Structured Interview’ Process

Thank You!

Source: Talent Connect 2014