According to Fortune, the tech giant has landed in the top spot of the country’s Best Companies to Work For. The $75 billion tech colossus is famous for luxe perks like free gourmet food, haircuts, and laundry services, of course.
However, Google also took a rigorous analytical approach to morale. It boosted its parental-leave policies, for example, after finding that mothers were leaving at higher rates—the result was a 50% reduction in attrition for working moms.
Reports have indicated the company gets about one million resumes every single year. Google needs to have a solid system in place to narrow down its applicant pools and choose the best people for each open position.
What exactly does this process look like, and how can other IT Companies learn from it?
Like any other organization, Google uses also a two-stage interview process. The first stage is a phone interview (or, more often, a Google Hangout interview). The second stage is an in-person interview. Only finalists will make it to the second stage of the interview process.
There is a high variation between interviews depending on how technical they are.
To determine who will get hired, Google interviewers have designed a a scientifically proven method called “structured interviewing” where employees prepare a list of rigorous and relevant questions, and then come up with a scoring rubric to match.
What separates this method from typical job interviews is that instead of asking questions catered specifically to a candidate’s resume, the same set of questions are used to assess every candidate interviewing for the same job.
In general, Google is looking for candidates who excel in four different categories:
Armed with the Rule of Four along with the company’s massive data library, Google seems to have perfected just how much effort is required to weed out “toxic employees” and “false positives,” while saving resources and capital at the same time.
Google has been famous for asking off-the-wall interview questions like how many starbucks can be found in Siatl? As it may seem off putting at first there is a logic on the Back-end.
The goal is to assess the applicants creativity, reasoning, and problem-solving skills -- among other things. However, In recent years, Google has pulled back a bit on the odd questions, though they still crop up from time to time according to applicants.
Google has turned not only its interview but overall its hiring process into a well-oiled machine -- no surprise for a company that built the ultimate search engine.
The process presents a general path that can be leveraged by other organizations to establish their own hiring, screening, and onboarding processes.While Google is much bigger than the average employer, the benefits of the company’s strategies.
The company has collected and meticulously crafted a complete set of guidelines and best practices where organizations can easily train, leverage ready-made templates for their hiring procedures.
This website is a curated platform of practices, research, and ideas from Google and others; it’s designed to help you use data and science to make work better, no matter where you call work.