Google’s recruitment process is one of the most successful worldwide. Typically, Google handles intensive recruiting initiatives with high standards for candidates, complex job interviews, utilization of data science and technology to shortlist and elect candidates, and value propositions for employees. Because of its innovative recruitment approach, Google attracts thousands of candidates daily.
Laszlo Bock, Google’s Senior Vice President of Peoples Operations, is a recruiting expert and entrepreneur with several years of experience in the HR industry. Additionally, in 2010, Bock had recognized as “Human Resources Executive of the Year” by the HR Executive magazine. Moreover, Bock is the author of Work Rules! Insights from Google that Will Transform How You Live and Lead. This best-seller book has helped numerous HR management specialists develop effective recruitment initiatives.
In this blog post, you’ll learn five powerful lessons about Google’s rules for recruiting the best talent globally.
Lesson #1: Work Rules for Becoming a Better Leader and Founder
This entails thinking of yourself as a founder and acting like one. According to Bock, understanding yourself as the foundation of everything will lead you to get employees and teams that make your life better. Also, treat people as founders. The key for Google is to treat employers well so that they feel like one of the cornerstones of the company. Moreover, your recruiters are your best allies in assuming yourself as leader and founder.
Lesson #2: Work Rules for Building a Great Culture
Think about your company’s mission seriously and transmit people’s essential values, such as trustfulness, freedom, and authority. Your mission always matters.
In his renowned book, Bock asserts that “Google’s mission is the first corner stone of our culture. Our mission is to organize the world’s information and make it universally accessible and useful.” By installing this mission,
Google attributes meaning to the workplace and employees and builds a particular corporate culture. Would you like to consider this example for your company?
Lesson #3: Work Rules for Hiring, Recruiting, and Getting Exceptional Employees
Google’s standards to hire people are high. In a TED talk, Bock explained that one of the essential steps in the recruitment process at Google is to set a high bar for quality candidates.
Through this action, Google can find excellent candidates. Also, the company can assess objective evaluations and present strong reasons to candidates to join Google.
By assessing employees’ skills, you can get referrals and make recruitment the most important part of your company. If you want to enhance your recruitment strategies, you can use data.
Data is the best ally, not your intuition. Therefore, this explains why you need to overlook managers’ points of view and make your hiring and onboarding decisions based on data science. Always remember to set ambitious goals and align them with your business strategic plan in 2022.
Lesson #4: Hire People Smarter than You and Treat Them as Owners, Not Machines
Hire the best talent ever. This involves having smarter people than you in the workplace. They can contribute to your company in unprecedented ways and help you grow. Moreover, you may want to foster leadership in your company so that your workers will act as SEO in her or his area. Allow employees work with autonomy, flexibility, and critical thinking.