#4 Google’s rigorous hiring strategy
Really want to work at Google? Fab, so do the 2 million other people who apply every year.
With so many applicants and an industry that is constantly evolving, the focus must be on finding the right candidate who will be able to adapt and keep up with new developments.
Google aims to combat these challenges with a unique and rigorous hiring process.
It may surprise you to learn that applications are initially screened by real human recruiters as opposed to a fancy sifting software.
If you’re selected to progress after this initial screening process, you will be contacted for a formal telephone interview. Next there is an on-site interview with a panel of 4 Google employees.
Google had previously been notorious for asking oddball questions such as ‘How many golf balls can fit in a school bus?’; however, they have now (thankfully) realised that the ability to answer these sheds no light on if you can do the job!
This might sound like a pretty standard recruitment policy so far, but it's the next stage that sets Google apart.
After the interview, your complete file (including interview feedback) is passed on to an independent hiring committee. These are made up of Google employees from all levels who are tasked with deciding if you will be a good fit.
If they give you the thumbs up, then it’s on to a senior leader for approval, and finally, an executive will review and approve your employment offer.
Sounds exhausting, but Google believes that this process is the ultimate way to weed out unsuitable hires.
There’s no such thing as being given a chance to prove yourself on the job at Google; in their view, they already know everything they need to know about you from your final candidate file.
So there you have it - our pick of the more unconventional HR strategies from innovative companies that are in action right now.
Will policies like these catch on and become the norm? With start-up culture increasingly influencing big business, it seems likely that we'll see more innovation in HR.
Whatever happens, we’ll be sure to keep you in the loop.
Interested in the future of HR? Check out our other articles in this series:
- Which Digital HR and L&D Skills Should Organisations Be Investing In?
- 3 Ways Company Culture is Changing
- 7 Key HR Trends You Should Know About in 2020
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