NoSuchBucketThe specified bucket does not existuswww-amp-static806VN7N4CJTA14Y8Q8YQhoU2Y3v4NwY31Qpfe6+YHEX7Za+UpwtiGFKUzMZHTx3i3nOwYdT+Bh/nsR7fVoJ8qS1v2Cg=
Google's former HR boss shared the company's 4 rules for hiring the best employees
Former Google HR
boss Laszlo Bock outlined Google's foundational approach to
management in his 2015 book "Work Rules!"
Google's, and later Alphabet's, detail-oriented
approach to hiring is a primary reason how it became one of the
world's most successful companies.
Bock's approach to hiring prioritizes setting
uncompromising high standards and making the process inclusive
of each candidate's potential colleagues.
Each year, Google receives more than two million job applications
from around the world and hires several thousand of those
candidates.
It takes an average of six weeks to secure a hire, and every
candidate needs to be screened by their potential boss, potential
colleagues, and a hiring committee.
"If you wondered if this takes a lot of Googler time, it does,"
Google's former SVP of People Operations Laszlo Bock wrote in his
2015 book, "Work Rules!." Bock left Google
at the end of 2016, but his principles remain at Google and its
parent company Alphabet.
Bock wrote that in the early days of Google, hiring would take
four to 10 hours of a manager's time each week, with top
executives spending a full day on it. By 2013, the company had
grown to 40,000 employees but had slashed that time to one and a
half hours a week. (Today, the company has more than 60,000
employees.)
He explained that years of research and experimentation helped
Google get hiring exceptional people down to a near science.
"There are four simple principles that can help even the smallest
team do much, much better at hiring," he wrote.
We've explained them below.
1. Set an uncompromising high standard
You will be able to quickly determine if someone is worth even an
initial interview by setting the bar high and not budging it.
"Before you start recruiting, decide what attributes you want and
define as a group what great looks like," Bock wrote. "A good
rule of thumb is to hire only people who are better than you."
This applies to all positions, he explained. If you're hiring an
administrative assistant, don't simply look for someone who can
answer a phone and schedule your meetings - find someone who will
make your job easier by organizing your time and priorities
better than you ever could.
And if an employee search is taking longer than you would like,
be patient and concentrate more of your effort on the task.
"Do not compromise," Bock wrote. "Ever."
2. Find candidates on your own
Google works with some recruitment firms, but only in specific
situations in which outside expertise is a requirement, such as
building a new team in another country.
The company has used third-party job boards like Monster in the
past, but pulled back from them after its reputation grew
sufficiently, mostly because it found that too many of those
sites' users send out generic mass job applications.
Google now relies on its own careers portal and the referrals it
solicits from Googlers. And when your company begins growing,
Bock said, "ask your best-networked people to spend even more
time sourcing great hires."
He also recommended that managers make use of LinkedIn, Google+,
alumni databases, and professional associations to discover
talent.
NoSuchBucketThe specified bucket does not existuswww-amp-static806QT07E3QMKGHDVDTthpHq0eBVWm1yQNG4Z3HfOKZ2eyp2CD4we4uBYATlgOZH8YAaaJ7WwrDy+0wN+lUnJx+Pl218=
3. Put checks in place to assess candidates objectively
An organization the size of Google can afford to have a large
group of people spend time with each candidate, but even smaller
companies need to avoid placing the burden of hiring someone onto
one individual.
"Include subordinates and peers in the interviews, make sure
interviewers write good notes, and have an unbiased group of
people make the actual hiring decision," Bock wrote.
"Periodically return to those notes and compare them to how the
new employee is doing, to refine your assessment capability."
4. Provide candidates with a reason to join
Jonathan Rosenberg, advisor to Alphabet CEO Larry Page, used to
keep 200 Google employees' résumés in his office.
"If a candidate was on the fence about joining Google, Jonathan
would simply give them the stack and say: 'You get to work with
these people,'" Bock wrote.
According to Bock, the candidate would look through the
impressive collection, including everyone from the inventor of
JavaScript to Olympic athletes, and ask Rosenberg if he had
cherry-picked them - to which he would honestly reply no. The
technique worked every time.
"Make clear why the work you are doing matters, and let the
candidate experience the astounding people they will get to work
with," Bock wrote.
This is an updated version of a story that ran on February
18, 2016.
NoSuchBucketThe specified bucket does not existuswww-amp-static806QT07E3QMKGHDVDTthpHq0eBVWm1yQNG4Z3HfOKZ2eyp2CD4we4uBYATlgOZH8YAaaJ7WwrDy+0wN+lUnJx+Pl218=
NOW WATCH: How airplanes fly those giant banner ads - it's more dangerous than you think
NoSuchBucketThe specified bucket does not existuswww-amp-static806QT07E3QMKGHDVDTthpHq0eBVWm1yQNG4Z3HfOKZ2eyp2CD4we4uBYATlgOZH8YAaaJ7WwrDy+0wN+lUnJx+Pl218=
NoSuchBucketThe specified bucket does not existuswww-amp-staticWX9JX5G2T2AQFSK0fE3pF77BMnuWheVXe7leS0NRGfY9dCvO4nyI0l0Un53Zd9t7x6efn0g29+9/PdV99DF5gCHo3Ik=NoSuchBucketThe specified bucket does not existuswww-amp-static8NNJRFADGNE26R5HDaUWGMSj5HNEVOGA0us284Vq9gz8CU/eQ2c4Lzvige3F0MaGrmv09cRumV8a7ANUIR2mkQYTVmo=NoSuchBucketThe specified bucket does not existuswww-amp-static806GA2BYJF628P61Wq3DavKmGFjAhvnDlAMmZ/YOdHVNuzKZFsJ3PfffzEQjv/JV5fUGVZMh+g06XzFOeH8CoqdBzfg=