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Recruiting Secrets from the World’s Best Employers

By March 10, 2020 One Comment
Recruitment Secrets

The recruitment process is utterly overwhelming for both parties, the company, and the candidate. An effective recruitment strategy involves effort, time, and money. Identifying the best and cost-effective talent, then hiring them is a challenging task.

The existence of social media and smartphones has completely changed how the whole recruitment process unfolds. Websites like Applyup and LinkedIn now exist to cater to the professional needs of companies, employees, and talent, making it convenient to find the ideal candidate.

World-class companies like Google, HP, Facebook, and more have completely automated different stages of the recruitment process. While social media platforms and professional avenues allow employers to find talent, they also provide candidates a chance to learn more about the company and its employees.

But every company has different goals and recruitment strategies. Social platforms are the ultimate branding tool used by companies during the first stage of the recruitment process. Besides your CV, Human Resource is most likely to have browsed your social accounts to learn about you before they call you in for an interview.

Big companies like Google receive over 2 million CVs every year, meaning 2 million people dream of being a part of this company yet, only a few hundred are selected. Known as the leading tech company in the world for six consecutive times, Google implements innovative recruiting strategies that set it apart from other Tech agencies.

An enterprise is likely to not spend time, money, or effort on a bad hire for the company after going through the whole complicated recruitment process. A survey done by CareerBuilder has reported that a bad hire can cost at least $50,000, as stated by 66% of the employers in the US.

Let’s take a look at some of the recruitment secrets in the hiring industry:

You Don’t Need to Know Everything

There’s a massive misconception in the recruitment world that when you’re applying for a specific job at a huge company, you need to fit the job description exactly. But the reality is contrary. Laszlo Bock, Google’s Senior Vice President of People Operations, believes that being informed and knowledgeable about the role is essential, but it’s not limited to. Google is a leading tech company, yet you’ll find people from different backgrounds, with diverse expertise working their way into the company in various roles.

You Have 5 Minutes to Make a Great First Impression

Psychological research and reports have stated that the first five minutes of meeting someone is enough to create an impact. Meaning, in an interview, the first 5 minutes determine your future in the company. Nick Robinson, CMO of Quest Nutrition, said that within the first 5 seconds of meeting someone, you could instantly tell if they’re going to be a perfect fit for your company or not. The rest of the time is used by your brain to confirm those assessments. The initial assessment made by the interviewer matters a lot. If they feel positive about you, then they spend the whole interview looking for reasons to like you.

A lousy introduction or an uninterested body language on your part can make you look bad. Furthermore, thin slicing is the term used when small moments of observation make big decisions. Robinson further believes that thin-slicing is done by all major companies to ensure that a person’s values align with the company’s.

Leadership Isn’t Everything

Candidates believe that adding ‘leadership’ as a personal or professional skill will attract companies to your CV, but it’s the opposite. While leadership is a useful skill, it is not considered an essential skill at top agencies like Google or Amazon. The company’s workplace culture entirely comprises of teamwork and equality.

In simple words, Google is not for those who are obsessed with having power and control. Senior Vice President of People Operations at Google, Laszlo Bock, states that adding value by influence instead of power and control is a common practice at the company.

He believes that someone who realizes they have an opportunity to work with amazing people is considered more valuable to the company than someone who likes taking control. They are most likely to get hired regardless of how exceptionally skilled the rest might be. A manager at Google doesn’t tell those under him to follow his instructions. Instead, he supports the ideas of his employees and inspires them to work on them. This mindset is respected and desired by most of the leading companies.

The Interview is the Final Step, Not the First

Power companies like Google, Unilever, P&G receive over a million CVs yearly. Sorting through each CV by AI techniques, finalizing a thousand candidates from millions, and then proceeding to schedule interviews with every one of them isn’t how these companies follow the recruitment process. Tech giants like Unilever or Google, first request for applications to be filled out, and then process those applications which stand out the most. The selected candidates receive emails with different types of tests for programming, cognitive, and behavioral experiments.

These tests are the kind of tasks the candidate will be expected to perform if they get hired. They classify as predictors. Finding out how the candidate performs in these tasks determines their ability and competence, and passing the assessment tests help prove the company you’re the one for them. Passing these tests is your ticket to the interview. Ian Ippolito, CEO of Exhedra Solutions, Inc. believes that anyone motivated enough can appear confident and interactive during the meeting, but what actually matters is how they do the job, which is what these tests show.

The competition is fierce, but with these secrets in your pocket, there’s nothing that can hold you back.

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