Learn 5 principles of talent recruitment from Google
“How Google recruits talent” is a huge concern for administrators when looking at the talented staff that this multinational corporation possesses. Let’s join Smart Solutions For Business Company Limited(S4B Vietnam) to learn about the extremely high-quality and unique recruitment strategy that Google has built to recruit talented people!
According to 2017 statistics, the number of people applying to Google is more than 3 million people, but this group only accepts 700 employees. And on average every year, for every 1 million registration applications, the admission rate is only 0.4 – 0.6%. These are numbers that are considered harsher than the Harvard or Yale exams. It is also proof that Google has always had truly successful recruitment.
In this article, we will learn about the principles that Google has applied in its global recruitment strategy.
1. Human resources are involved in the recruitment process
The first principle that Google applies when recruiting personnel is to ensure that official employees in the company at all levels are involved in this recruitment process. In other words, besides leaders and senior employees, junior employees also have the opportunity to participate in personnel interviews. This method ensures the management board has the most objective view of the candidate and respects subordinates more.
Besides, this participation is also a way for junior employees to feel connected and increase their responsibility to contribute to the corporation.
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2. Listen to candidates’ reasons for joining the business
Jonathan Rosenberg – former vice president of Google – once shared that when Google recruits, they will show candidates a collection of the best applications. About 200 random resumes of employees will be selected from the number of applicants and during the interview, Jonathan emphasized to the other person that they will have the opportunity to work with the potential faces in the resume.
After candidates view the profile, they will give their reasons for applying, along with comments for colleagues. Jonathan Rosenberg often learns about a candidate’s strengths and weaknesses through how they evaluate the excellence of their application, and he also admits that individuals who answer “not really excellent” can still be considered by him for evaluation. and for candidates to express their desire to join the Google team, if he finds that they have certain qualities/potential.
3. Repeating old questions
Another interesting method that administrators in Vietnam can learn from Google recruiting is the “repetition” of questions. Hearing this, everyone may feel strange, thinking that this technology giant is wasting unnecessary time and does not seem to focus on recruitment expertise. However, in fact, this is a great secret that businesses should learn, instead of having to ask too many questions from human resources.
The reason for this is to check the consistency in the candidate’s answers: Consistency also means that the employee was honest when answering recruitment interview questions.
In fact, businesses in Vietnam today still follow the practice of interviewing too many questions for candidates, but many parties have fallen into the situation of hiring the wrong person because the employee has personal PR ability, but the actual capabilities do not meet the needs of the business. Therefore, applying new methods from giant Google can help businesses achieve more success in the future.
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>>>Read the article: Staffing and human resource management
4. The performance shows the strength of the personnel
Another method frequently applied by Google in its recruitment strategy is the “talent show”. They recognize that everyone who applies for a job has their own strengths, but not everyone has the opportunity to show them off. Meanwhile, Google also believes that a good seed for a business must be a dynamic and creative seed – also originating from the most basic factor that each employee can reveal the best of themselves.
That’s why Google spares no effort in organizing a programming talent contest and anyone can register to participate. After observing, leaders will take the top 100 best people to conduct interviews. If you want quality, dynamic personnel, businesses in Vietnam can absolutely apply this form.
1.5 Practical improvisation tests
Head of human resources operations at Google – Mr. Laszlo Bock shared in an interview that technician positions at Google require candidates to have background knowledge in computer science. However, compared to candidates with in-depth knowledge, Google prefers to select candidates with broad knowledge.
The way Google recruits is also smart in that they set up the interview as a real test. The test not only reflects on technical knowledge or experience in technology, but also on the ability to solve problems of yourself/the company. During this “golden time”, if any employee has a deep enough understanding and responds quickly to situational problems, he or she will win.
S4B Vietnam
- Address: Unit 602A, Tower A, Handi Resco Office Building. 521 Kim Ma Street, Ba Dinh District, Hanoi
- Tel: + 84 24 3974 4181
- Email: service@s4b.com.vn
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