23 Years ago, Sergey Brin and Larry Page, both master-degree students from Stanford co-founded Google. Today, Brin, is the President of Google’s parent firm ‘Alphabet Inc’. Initially, they both started hiring candidates like them- people from top schools with high GPAs. Today, this isn’t the case anymore, more than 14% of all managers at Google don’t have a college degree.
Google perceived an interview-centric model and determined the one that fits rightly into Google’s organizational culture. The interview process turned vital mainly for managerial positions. The company believed in training leaders who are good for Google, not just incurrent time but, for the long-term.
-Google sets a high bar for quality candidates. It prioritizes the requisite attributes from prospects and assesses candidates objectively.
-The company utilizes an unbiased group of people to conduct interviews giving candidates a reason to join.
-Conducts committee reviews ensuring that no manager/HR hires with a biased mindset to fill a vacant position.
-Conducts a work sample test for review to ensure the best candidates are assessed and brought to work with the brand.
-Candidates are given a case study or situation that works on evaluating their capability, enthusiasm, and attitudeto work as a flexible resource.
-Rolls out surveys to all candidates (hired or not) and ask them to rate their hiring process as a means to identifythe consistency in their hiring practices.
Google treats its workforce as intellectual people on board owing to which the employees perform in a similar way. Google does it all to create the sense of trust, transparency, pays people adequately based on their performance and the benefits are by default added to the Googlers list.
-Shuttle support for long commuters
-Child care options for parents
-Leverage of 10% creative time forengineers to experiment something of their interest.
A small step can make a big difference tomorrow, is clearly witnessed in the way Google hires and retains talent onboard. Employers aspiring to become great brands have all the freedom to implement these practices as a means to visualize that desired change in the outcome in terms of quality hire, engaged employees and cost of hire.