Recruiting Stars: Top Ten for Recruiting Great Candidates

I'm on a Google roll this week. In writing yesterday's blog, I came across an article that describes how Google hires an employee. Long known for hiring the brightest grads from major universities, Google pays equivalent attention to whether an employee "fits" the corporate culture. If a candidate for a job makes it as far as interviews, the candidate can expect to talk with the position's supervisor, coworkers, and reporting staff, if a managerial role.

Candidates take tests that were developed by asking current, successful Google employees a series of questions. Then, Google figured out what answers separated the successful candidate from the three thousand other resumes they receive a day. As an example, they found that, "Do you own a dog?" was not a successful question to determine a cultural fit. Questions like, "Have you ever started your own business, even a lemonade stand?" made the cut.

Another surprise, but kind of neat: "After the final interview, but before an offer is extended, every Google hire, all 10,000-plus through 2006, is approved by one of Google's founders, Sergey Brin or Michigan native and U-M graduate Larry Page." (From the Detroit News: "Noogler? Zany Google can make you one.")

They definitely understand their roles as keepers of the culture.

My material on hiring includes all sorts of opportunities to adapt, revise, and make the process your own. You might want to start by taking the free email class: Recruit and Hire the Best. Then, move on to use the Hiring Checklist to systematize your hiring practice for legal, ethical hiring, and to make sure you don't miss that potential great employee. Finally, take a look at Recruiting Stars: Top Ten Ideas for Recruiting Great Candidates.

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