Here is the link.
With more than 2 million applications a year, Google has become the most sought-after workplace in the world. Laszlo Bock, Senior Vice President, People Operations at Google, reveals the secrets and pitfalls of Google's "self-replicating talent machine," and how any organization can become a great place to work. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1s8SWeG
This talk suggests: > Never compromise on quality (it will kill culture and drive away the best) > Use science, structured interviews (to kill bias) > Give them a (bigger) reason to join (meaning) my further notes: 1) set a high standard (don't compromise, stay the course) 2) remove hiring managers from the hiring decisions (eliminate critical bias) 3) Use Assessment (Interviews aren't reliable ) 4) Job criteria: Cognitive Ability (problem solver, curious) , Leadership, Culture Fit, Role-related knowledge (a little confusing because he said "interviews are unreliable") 5) Structured interviews (same for everyone) -- hypotheticals/situational & behavioral 6) How you can Convince them to join: comes down to MEANING in Life (then the sales pitch for Google started and they almost lost me) 7) Find out how to meet your target market and creatively (around 28:00) <Job v. Career v. Calling> --> 1/3 see it as a calling <4X results if you can find a way to inspire meaning in people's work>
Hiring manager - avoid bias -> tend to hire friends, nephew, and important client's child.
High quality people - how to assess people? Get feedbacks - interview people very well - perform very well
Average -
Googleyness - bring something new to the organization
Intellectual humility
People bring new things to us
Figure out the rest - you have those three things
Generalist - not specialist
Clear standards - some easy grader, tough grader - Love people, every person looks great ...
Structure interviews - Every candidate gets same algorithms similar
quality response -
Give candidates the meaning to join
- Set a high bar for quality and never compromise
- Assess candidates objectively ... science FTW
- Give candidates a reason to join
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