2. G.P.A
SHOULD BE BYPASSED
Google no longer uses test scores, GPAs or brain teasers to assess
candidates. Instead, the company looks for how well candidates pick
up new information and solve problems, qualities that are better
predictors of performance.
3. QUALITY
SHOULDN'T BE COMPROMISED
One way in which Google ensures it keeps a high bar is by taking the
hiring decisions away from its managers. Instead, an independent
committee reviews the interview results and makes the decision. And
amazingly, Larry Page still reviews every offer that goes out the door.
4. STRUCTURE
INTERVIEWS AND ASSESSMENTS
Capture every data about a candidate like their performance, reviews
etc. and generate a helpful insight which gives you fair idea about the
fit.
5. BUILD
RELATIONSHIP
Show them the work-space, introduce them to the folks on the team,
and talk to them about what it is like to be part of the team and
company. They want to know how they will fit in your company culture
and this will help them already connect to the environment as an
employee.
6. IDENTIFY
LEADERSHIP TRAITS
Google is looking for ‘emergent leadership,’ or the ability to step in to
help solve a problem, and just as importantly, to step back when it
makes sense for someone else to take charge.
7. GOOGLYNESS
" THE BIGGEST SECRET"
This means being comfortable with ambiguity, bringing something
new to the mix, and having intellectual humility. It’s the ability to say,
when presented with new information, ‘I was wrong, and here’s my
new position.’