How to hire the best people: Google secrets, Amazon, Apple and Facebook
Work And Study / / December 25, 2019
Google, Facebook, Apple, Amazon - these major tech companies get more quadrillion resume a year. We can say with confidence that they have debugged the system to select the best candidates. But what exactly do they do?
No, it's not on the list of popular questions in the interview at Google, and you can find yourself on the web. The thing is that they are carefully designed recruitment system extends far beyond elementary questions about algorithms and quantum physics.
If you too want to hire the best talent, try out one of these strategies for hiring.
1. Call 15 minutes before or after the appointed time, or do not do it
What for? To find the people who are always ready to go.
Anyone will be able to answer a series of leading questions, if you hear a call at the expected time. But what happens if you call a candidate still asleep, or dance, or in the toilet? So leading technology companies are looking for people willing to work at any time.
2. Make an interview confusing and unpredictable
What for? To find people who do not need instructions.
Make sure that neither the candidate nor the interviewer have no idea how it will be interviewed. It will show how the applicant will manifest itself when at work happen freelance situation, and no one will know what to do.
3. Make sure that something goes wrong during your presentation
What for? To see how the candidates adapt to non-ideal circumstances.
Intentionally hold presentations in the office, where the equipment does not work (yes into the first room). If the candidate can handle it and did not object to such changes, it is a good sign - it will be easy to work with. Extra points will earn those candidates who have a plan B, C and Plan D plan (they are always very helpful when working in the field of technology).
4. During the interview, make a bunch of wrong assumptions
What for? To weed out candidates who are easily irritated.
If before that the candidate has worked, for example, on Twitter, ask him: "How long have you worked in Yahoo?». Pay attention to his toneWhen he corrects you. He responds sharply or keeps his cool? So companies figure out how people will behave when the inevitable fly shit on the fan.
5. Ask the candidate to solve your own specific problem
What for? To do away with this problem.
Technology companies often ask candidates to solve the real problems that they face. In addition, for this does not have to pay.
6. During the interview, part of the transition from room to room
What for? To find people who burn the eyes, even when they are uncomfortable.
Never allow applicants to feel comfortable during interview. So you'll find people who can work in uncomfortable conditions, although it will have to invent that you are no conference rooms available throughout the day.
7. Ask the same questions over and over again
What for? To verify the accuracy.
In the area of predictability of technology - it's good. During the interview, do not hesitate to ask the same questions over and over again, as if you forget, that have already been asked about it. Excellent tool to check the consistency and truthfulness of the candidate.
8. Spend double interview in the style of "bad cop - good cop"
What for? To find people who can work under pressure to multitask mode.
Put the candidate in the middle of the conference room with two interviewers in the different ends of the table. Will he be able to distribute your attention between both of them and at the same time to answer your questions? Or it is completely exhausted and already regrets that all agreed to the interview? This is an excellent indicator of how people will behave in a stressful situation.
9. Ask a question, and then start typing too loud
What for? To find the people who stay focused despite distractions.
Put questions to candidates. And as soon as he speaks, start typing loudly. Apologize and tell me what you're listening to, just do notes. You can actually take notes or write email to his father - does not matter. See if the candidate remains focused on your subject, or lost. This will help you find employees that small interference will not detract from the completion of the work.
10. Three months later, call the candidate and offer the job that he was not looking
What for? To find the people who are undecided.
This is a great way to weed out those who do not really want to get that first job. Ready whether the candidate to fight for a place in the company? Or accept the offer, because he thinks that is the best that he can get? Or he refuses, because it has already found a job a month earlier? A good tactic is to dispel all doubts.