Dont be Evil – Googles Hiring Process

Do you remember a time before Google?

15 years ago Google didn’t exist. Today, Google has a market capitalisation of $190 bn, employs around 20,000 people worldwide and enjoys more than 90% of the Search Engine market share in the UK and more than 66% in the US.

Google is an integral part of our everyday lives. It has become part of our everyday language. To google is now a verb. Aged five my son was already telling me to “google it” if I was unable to answer his latest enquiry (a regular occurrence ).

How did they do it? Two great minds alone would not have been enough. Great ideas, incredible innovation would not have made it without great people. Without hiring exceptionally talented people and knitting them together to form incredibly effective teams, Google would not be the success it is.

Today the brand alone will inevitably attract talent. That was not always the case. Google became a great company because it hired and retained great people. It didn’t become a huge success and then start hiring the very best. It hired the very best it could possibly afford from the outset and applied a rigour and discipline to its hiring process from day one that would be the envy of many. It has stayed a great company because it continues to apply the same principles to attract great talent that made it successful in the first place.

You don’t have to be Google to attract exceptional talent to your company. You can, however, learn from them. Here is yet another brilliant interview from on the hiring process at Google. You can start applying these principles in your company today.

“My problem is I hire brilliant people. So 95-99 percent of my people are high talent. They really, really are. The people here are good. So we don’t use traditional methods.” Liane Hornsey from Google explains her methods of hiring people

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Filed under Hiring, Recruitment, Talent

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