“All it takes is a belief that people are fundamentally good—and enough courage to treat your people like owners instead of machines. Machines do their jobs; owners do whatever is needed to make their companies and teams successful. People spend”
By Laszlo Bock.
A book by its head of human resources reveals some of the techniques that the Internet giant uses in its interviews with candidates.
Undoubtedly, the vice president of Google’s human resources department (or, as the multinational calls it, “people’s department”), Laszlo Bock, has a few things to say about the best way to recruit workers for a company.
Bock has just published a book on work techniques implemented in his company called Work rules! (“Work is cool”), which Wired magazine has reproduced an excerpt, which reveals some of the tricks of this expert in human resources to capture talent in an interview.
All candidates must answer the same questions
Or, which is the same, everyone must respond to the same interview, with which, it must be structured. This requires a greater prior effort on the part of the interviewers, who must prepare a questionnaire whose functioning must be checked. According to a study of personnel selection methods prepared by Frank Schmidt and John Hunter, a structured interview is able to predict 26% of the effectiveness that a candidate will show when performing his work, compared to 14%, practically half, one that is not structured.
We must forget about prejudices
Another aspect on which Bock emphasizes is the widespread belief – and, in his opinion, erroneous – that the first ten seconds of an interview are the decisive ones. If you follow that thesis, he thinks, you are wasting most of the interview (all the time it takes after those ten seconds) in corroborating the impressions that the candidate produces in the recruiter at the beginning of the interview, which usually come from of one’s own prejudices and stereotypes.
The interviewer is also being tested
Bock says that one of the recruiter’s goals during a job interview is to get the candidate to fall in love with him. The person in charge of human resources of Google remembers that the interviewed ones need to feel at ease, since they are in a particularly vulnerable position in a decisive moment.
Not only should they know their bosses
Another aspect in which Bock recommends turning around the usual routines of job interviews is the custom that in these the candidates only know those for whom they work, and the same does not happen with their teammates who they will work with them or for them.
Candidates must take a test related to the work they will perform
Although this, as acknowledged by Bock, is not possible in any job, not all of them allow the candidates of an interview to do a sample of what their daily work will be, the combination of tests of this type with tests of cognitive abilities and Leadership and structured interviews allow recruiters to form an idea as faithful as possible of how candidates will develop in a job.