What I love with the Google’s recruitment process is that we adopted a measurable recruitment process at an early stage in Google’s life, we are still assessing the same four dimensions says Martin. The online interviews via Google Hangouts are sufficient to take hiring decisions and there is no need for a meeting in person.Įach interview has its own focus, and the focus are the same four dimensions that Google has had from its very beginning: The recruitment is not just a task on the recruiting manager's desk, it is a task for several colleagues in different parts of the company. At Google all interviewers are comprehensively trained, which helps to guarantee a higher quality of the assessment results. In many International Organizations panelist are allowed to assess talents without proper interview training. I f any of the interviewers say no, it will be a no says Martin. To be selected by Google each of the interviewer must be in agreement. Įach interview is independently conducted and if a candidate don’t pass one interview she/he will not be allowed to continue to the next interview. We conduct four structured interviews, as our HR metrics shows that the fifth interview is only increasing the validity of the assessment results with 1% and therefore we save money, time and resources by limiting the number of interviews to four says Martin. The way Google use and learn from recruitment metrics in their recruitment process is impressive, even the number of interviews to achieve optimal assessment results are measured and defined. All this happens normally within four weeks time. A successful candidate will go through four interviews conducted via Google Hangout (Google’s own Skype communication tool) by four different Google employee’s before an offer of employment will be given. How we know that four interviews is the optimal number of interviews?įor those candidates that submit a successful Google application will be invited for an interview. We have even learned that, when jobs are vacant other Google colleagues step up and comes up with innovative solutions to get the work done. In fact we rather leave a position unfilled than hiring anyone who are not in parity with our needs. Martin continues - We never recruit a candidate that doesn’t meet our requirements. It is true to say that being selected by Google is a challenging task. ”The hiring bar is high and we strive to recruit talents that share our values and want to develop themselves.” Martin, now based in Stockholm has a long career at Google having worked for Google at their HQ in California as well in their European headquarters in Ireland, he believes that Google's ambitious recruitment process play a vital role in the company's popularity and strong Employer Brand. Impactpool reached out to Martin Eriksson, Staffing business manager for Northern Europe to learn how Google recruits and what could be used at International Organizations. Google is one of the world’s most popular companies when graduate students chose their dream employer. I had the opportunity to meet and interview Martin Eriksson to learn more about how Google recruit talents and what International Organizations can learn from Google to improve the recruitment process. I learned that Google use data to save money without compromise assessment quality, I learned how Google ensure quality by only using trained interviewers and I learned that it is possible to conduct four interviews, present the case to two recruitment audit boards and still have the offer sent and accepted within four weeks.
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