The FAANG companies —Facebook, Apple, Amazon, Netflix, and Google— are some of the world’s biggest and most successful companies. In fact, they’re perceived as the “giant techs” today.
A lot of their success is due to their continuous innovation and the fact that they attract and retain some of the best talent in the teh industry.
So, how do they do it? In this blog post, we’ll take a look at the talent acquisition strategies of FAANG companies.
Talent Acquisition Strategies of FAANG Companies
The FAANG companies are known for their incredible employee benefits, such as free food and on-site child care. But beyond that, they also have stellar recruitment strategies that keep them ahead of the curve. Here are some of their talent acquisition strategies:
Employee referrals are one of the most effective ways to find qualified candidates. This method can help you find talented individuals who are already familiar with your company, allowing you to save time and money on advertising and other recruitment expenses.
So how do FAANG companies encourage employees to refer candidates? They typically offer bonuses or rewards.
Provide a Great Interview Experience
The interview process is often one of the most critical factors in deciding whether or not to accept a job offer.
To ensure that candidates have a positive experience, the FAANG companies go above and beyond to ensure their interviewers are well-prepared and knowledgeable about the role. They also provide ample opportunity for candidates to ask questions and get feedback on their performance.
Reach out proactively
FAANG companies don’t wait for candidates to come to them; they actively seek out top talent. They do this by attending career fairs at universities with strong engineering programs, sponsoring scholarships and fellowships, and partnering with accelerators and incubators.
They also maintain an active presence on social media and online job boards to reach as many qualified candidates as possible.
FAANG Companies Recruitment Initiatives Explained
Here we explain to you how these giant techs hire talented workers worldwide:
Instead, they’re looking for four qualities in their prospects: strength, imagination, ambition, and experience. In addition, Facebook recruiters thoroughly interact with applicants throughout the interview process to better understand their actions.
In this video, you can learn more about how it feels to work at Facebook.
Apple owes its success, in part, to its excellent recruitment process. Here’s how they screen, hire, and background checks their candidates. First, you should know that Apple’s screening process is rigorous and selective.
They only accept the best and most qualified candidates certified through a rigorous online assessment.
Then, Apple invites candidates to hiring events, where they meet with Apple recruiters and managers and learn more about the company and the role they’re applying for.
Finally, Apple undertakes an interview and a background check that comprehends education verification, criminal history, and credit history.
Amazon has a callous screening process to ensure they only hire the best candidates. They have different ways of finding candidates. Some people find through on-campus recruitment when they go to universities and meet with students to see if they’re interested in working for Amazon.
They also do off-campus recruitment, which is when they meet with people who are already working somewhere else. And sometimes, if someone is really good at doing challenges (like puzzles or problems), Amazon will ask them to do some challenges to see how well they do.
Netflix does things a little differently when it comes to hiring new employees. In contrast with other giant techs, they don’t invite candidates to events or camps.
Netflix simply distributes job posts on its website, social media, and employment sites. Then, they conduct telephone interviews with the candidate in order to have the best talent.
Like many other FAANG companies, Google screens candidates rigorously before inviting them to come in for a face-to-face interview. They often conduct pre-interviews over the phone or online to weed out unqualified candidates.
Candidates who make it past the pre-interview stage are invited to come in for an in-person interview. This usually consists of several interviews with different team members. After the interviews are completed, the hiring team meets to decide whether or not to offer the candidate the job.
If you want to attract top tech talent, then you need to implement some of the same strategies that the FAANG companies use.
This includes employee referral programs, conducting tech events, providing a great interview experience, and offering competitive compensation packages. By doing so, you’ll be able to compete better with the best and brightest minds in the tech industry.
Have you implemented these talent acquisition strategies to hire remote tech workers?