Google’s Goose bump Hiring Process

When you work for numbers you might have had to compromise your efficiency and in the other round greater efficiency might produce less numbers. Job seekers get exposed to number of hiring managers and very often, candidates would be selected without any substantiate interview process to test the literal efficiency of candidates.

Laszlo Bock, Google’s hiring chief formulated a novel approach in order to back potential candidates during the interview process.

It’s as simple as that, but no one follows

Eliminate brain teaser questions and GPA as deciding factors to hire someone, rather than that follow ruthless Never compromise on talent policy.

How it works?

Today hiring Managers are pushed to a situation where they should hire some definite number of candidates for the organization. Of course, for that’s what they are hired for. But instead of filtering truly potential talents, keep their recruiting process more biased.

Majority of the recruiters are cornered by the concerned higher authorities of an organization for their urgency and requirement to fill a position immediately within limited period of time.

This in turn affects the overall output of an organization and ironically most of the concerns fail to realize this fact.

For instance: If Tom hires Jerry, then Jerry hires Dora who is more intelligent than both Tom and Dora. Later Dora hires Jack and he would be even more talented than all of them.

If you closely observe this case, you would find a talent compromise that was being done in the first place.

This kind of hiring process results in an endless recruitment process and talent shortage remains as an infinite loop.

Time to End the Streak

As Google found this as completely amateur and non-productive technique, they manipulated a formula that concentrates on only talent and not on any another biased mode of recruitment process, which people later call it as politics, if a recruiter hires their Ex-colleague, friends, room-mates and relatives lest to fill the vacancies for time being.

Flush all other make-over and name sake hiring process, stick only to maximum and high-level talent search. You’d get worthy resources!