Here is the link.
Invest early - hiring is the art
data analysis, scientific approach for hiring
New research and new experience
Four E:
- process is efficiency, effective, hiring right people
- candidate - user experience
- process - equitable - fair, not biased
Hiring committee
Four attributes:
- Role related knowledge - day one - varies, level, communication skills, code - day one
- General cognitive ability - complex problem at workplace, figure out root cause
- Leadership - being a great leader, ability to lead a team - take ownership at work, influence the change, rally the peers around, see a problem and speak up
- Good or bad on behaviors
- Google culture unique and good ...
6:59 PM/ 40:19
ownership
Googleyness
- Google culture - concrete - what to look for in the interview process
culture fit - not really explain why
- behaviors -
- seek out feedback to improve
- ambiguity - wait for more info, or figure out what to do
13.05
Two kinds of questions to ask
Behavioral
Hypothetical
Behavioral
- Past focused
- Often begin with "Tell me about a time when "
- Useful to understand the impact a candidate has had in previous roles
Hypothetical
Future focused
Often begin with "Image that..."
Useful to assess capacity for innovation in Google context
Dig into ...
What steps
What resources
What do you do differently?
Feedback - team member does not perform
Drill up the information
What kind of information you gather?
Think about assess the candidate
Rubics - assess
Prioritize a portfolio of projects, cross organization
Trap - first decent candidate to see
General hire or no hire -
very detail interview feedback - take notes of specific answers
Test candidate to get things done - company wide initiative
20:00/ 40:19
Making hiring decisions by committee
Benefits for Google long term
Double down this - unconscious bias training - fairly and consistently
My team - senior lead - feedback and continue to improve
Keep the hiring trend and leadership - hiring is every one's job, not recruiter's
Senior leaders - hiring committee - quality of work
Research shows three things to improve:
- Duration of the process, how quickly it can give the offer to the candidates
- Candidate knows what to expect and how to prepare for the interview
- Candidate knows how to make impact for the company
24% -> 48%, talk about experience about family and friends.
Leverage you can improve -
what to expect and how to perform in the interview
Really benefits - concrete how to make contributions
This is really you can do for us.
How to measure candidate's experience?
80% - not offer a job - recommend to the friends -
