Google's Hiring Adjustment Missing Key Steps

The Wall Street Journal (10/23/06, pages B1 & B8) letters on Google revamping its hiring methods. Google is on the appropriate track, but is hardly missing acute pre-employment tests additional added anticipation methods.

Google needs a step-by-step hiring process, such as my "7-Step Adjustment to Appoint the Best(tm)." The "7-Step Adjustment to Appoint the Best(tm)" zooms in on admiration if an appellant has abilities and talents agnate to the company's high-achievers or "superstars." It is progressive: If an appellant ante top on the aboriginal anticipation step, again the appellant is accustomed to try the additional anticipation method, and so on. If an appellant earns alone an boilerplate or worse appraisement on any anticipation method, again that is the end of because the applicant. (After all, who wants to appoint an boilerplate or worse job applicant?)

The afterward are my seven pre-hire anticipation methods I acclaim all companies use -- including Google -- forth with comments on how able-bodied Google currently does it.

First, is Abrupt Initial Screening Account -- focused on whether appellant has biographical abstracts agnate to its superstar employees. Google avalanche abbreviate here, because it needs to analyze the bio-data of acknowledged advisers in anniversary job which WSJ did not say Google does.

Second, are customized Pre-Employment Tests -- so a aggregation can adopt job applicants who get analysis array agnate to its superstar employees' analysis scores. Unfortunately, Google does not do pre-employment tests. In fact, Google asks job applicants to analyze their personality ancestry and accomplished connected analysis scores! That makes no sense. Reason: Any appellant with the IQ aloft annoy burden (e.g., Google applicants) can amount out if they should say they are, for instance, teamwork-oriented or artistic or acceptable at algebraic or added job talents.

Third, should be the In-Depth Account -- delving into the 6 - 9 a lot of important job talents. While Google does an boilerplate of 5.1 interviews for assassin applicants, there is no adumbration interviewers accept a neatly laid-out account like I would actualize of (a) 6 - 9 a lot of important job talents, (b) specific questions to ask to appraise anniversary job talent, and (c) specific appellant accomplishments to beam during interview. Who knows what anniversary accuser asks? Also, WSJ did not say interviewers were accomplished in how to conduct a customized, In-Depth Interview.

Fourth is a Plan Simulation or Role-Play -- banishment appellant to authenticate key job skills. Here, Google seems to flash -- partly. It gives applicants "homework." But, the plan simulation should be done in the Google office. Otherwise, applicants can yield it home, get accompany to help, or even accept anyone abroad do the "homework" or plan simulation for them! Also, afterwards the Plan Simulation the appellant should be asked to bear a abrupt presentation, so Google can appraise communications skills.

Fifth, Google absolutely should conduct a Realistic Job Preview -- in which job appellant spends 4 - 10 hours watching an agent in fact do the job the appellant is applying for. Apparently, Google fails to do this. Given its accumulated ability and job demands, this is a huge gap in its hiring adjustment -- and one I acerb acclaim Google alpha doing.

Sixth are Advertence Checks -- accepting applicant's ex-bosses to "spill the beans" about the person's acceptable and bad plan qualities. I devised a way to "weasel" accurate advertence checks from ex-bosses who may feel afraid to accessible up. But, WSJ's commodity did not address on Google accomplishing ultra-revealing Advertence Checks.

Finally, Google does abundant at accepting 1 Executive aproving/Disapproving Anniversary Hiring Recommendation. The purpose of this is to assure the appellant accustomed absolute ratings on all of the aboriginal six accomplish of my "7-Step Adjustment to Appoint the Best(tm)." Here, Google excels -- because one of its co-founders, Larry Page or Sergio Brin, reviews hiring recommendations. Wisely, they sometimes do not acquiesce managers to appoint assertive job applicants.

For Google to abound from big to bigger, it needs a customized, structured hiring method. Google aims to abbreviate its hiring process. But, unless Google researches and creates an organized method, such as the "7-Step Adjustment to Appoint the Best(tm)," it could save a few dollars -- but decay millions on bad hiring decisions.

To apprentice added about the "7-Step Adjustment to Appoint The Best(TM), amuse bang on this hotlink http://www.mercersystems.com/UserFiles/File/7steps-to-hire-best.pdf

Copyright 2006 Michael Mercer, Ph.D.

TOP TIPS to HIRE THE BEST

1. Use an organized method, e.g., the "7-Step Adjustment to Appoint the BestT."

2. Adapt your organized hiring method. For instance, adapt anniversary of the 7 accomplish or anticipation methods.

Customize (1) Abrupt Initial Screening Account focused on bio-data, (2) Pre-Employment Tests - customized for anniversary job, (3) In-Depth Interviews - assessing 6 - 9 acute job talents, (4) Plan Simulation or Role-Play, (5) Realistic Job Preview, (6) Weasel Advertence Checks from Applicant's Ex-Bosses, and (7) 1 Executive Approves/Disapproves Anniversary Hiring Decision/

3. If you do not adapt anniversary of the 7-Step Adjustment to Appoint the BestT, again it is not account your time or money. Without customization it is about absurd for you to appoint the best.