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Journey to world’s best recruiting process

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Sneak Peak to Google’s Amazing Journey from a Naïve Hiring Firm to Having World’s Best Recruiting Process

Journey to world’s best recruiting process

  1. 1. Journey to World’s Best Recruiting Process
  2. 2. 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.
  3. 3. 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.
  4. 4. 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.
  5. 5. 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.
  6. 6. How Google Became World’s Best Recruitment Process … Implementation of 3 Hiring DNA at Google Inc.
  7. 7. 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’.
  8. 8. 2nd RULE Access Candidates Objectively Four 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.
  9. 9. 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.
  10. 10. 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
  11. 11. Thank You! Source: Talent Connect 2014