A look inside: the process of device to work and adaptation in Google
The translation of the article was prepared especially for students of the IT-Recruiter course.
Google is one of the iconic IT companies in the world. She is an extremely popular place to work. According to reports, the company receives about a million resumes each year. Google should have a reliable system that helps to narrow the flow of candidates and find the best ones for open positions. What does this process look like and what lessons can other employers learn from it?
Let's take a closer look at how Google takes employees to work, helps newcomers adapt, conducts internal audits and, as a result, makes decisions.
Google, as an employer, has little in common with the average company. It is an IT giant with tens of thousands of employees and a global presence. However, the start of the Google hiring process is not much different from other companies.
When a candidate tries to get a job at Google, he starts with Google Careers . Here he can learn about teams at Google, find open jobs and see recommendations on applying for a resume for a job. Each job listing is full of details and information about what Google offers as an employer. Applicants see the position, category, location, as well as a description of what responsibilities are assigned to this position. Job listings include bulleted lists of job descriptions, minimum qualifications, and preferred qualifications.
Applicants who are ready to apply for Google jobs click on the “Apply” button at the top of the job list. After clicking, the candidate will be asked to upload his resume in a compact virtual application form. At the bottom of the page there is a place where you can write a cover letter. Despite the fact that the cover letter is optional, it is recommended for completion for any candidate who wants his application to be taken seriously. Keep in mind that Google receives a million applications a year, so candidates need a way to stand out, and writing a cool cover letter will help you check out.
Google didn’t invent a bicycle for the interview method. As a rule, the interview consists of two stages. The first step is a phone interview (or, most often, through Google Hangout). The second stage is a face-to-face interview. Only the “finalists" get to the second stage.
The interviews themselves may vary slightly depending on how technically difficult the job will be. For engineering positions during the interview process, candidates may be asked to write a code or algorithm in Google Doc and show them to the interviewer online. Such a system allows you to ask technical questions that require demonstration of skills.
In general, Google is looking for candidates who excel in four different categories: general cognitive abilities, leadership, subject knowledge, and Googleyness. Googleyness is such a synonym for corporate ethics and adaptation.
In the past, Google was famous for asking questions that were irrelevant, such as: “How many piano tuners exist in the world?” These questions were used to evaluate creative thinking, judgment, and problem-solving skills. In recent years, Google has stepped back from this line of behavior, but from time to time such questions are still addressed to candidates.
The third phase of the Google job placement process is called Review. It can take several weeks and remains behind the scenes. As a result, candidates remain in limbo until Google decides who to hire.
The review phase is divided into two stages. At first, Google employees at different levels come together to discuss candidates, sort their materials, and understand who suits them best. Then, such a committee prepares a package of candidates indicating the best, as well as recommendations of the committee itself. At the second stage, this package is transferred to the superior manager. And he, in turn, is considering the remaining candidates and makes the final decision about who to hire.
Google only checks the candidate’s biography after a conditional job offer has been made. All final job offers are made upon completion and depending on the results of the verification of the candidate data.
The preliminary list of checks conducted by Google contains four main types: criminal history, verification of the availability of relevant education, verification of employment history and verification of personal data. To check for education, Google checks international information centers to confirm the appropriate level of education. In order to verify a job biography, Google contacts previous employers and checks the information on the resume.
If the results of the biography check are worrying, Google may withdraw the job offer and notify the candidate in accordance with the official Fair Credit Reporting Act. In the event that no problems are identified, the process of applying for a job moves on.
To help professional and social adaptation, new employees at Google have a special “just in time” notification system. This system assigns responsibility for this process mainly to managers. However, she also sends reminders to managers by email to remind them of their responsibilities:
Using such a system, Google achieved success because it balanced the universal aspects (tips) and personalized aspects (managers receive these letters only if new employees come to work with them). The system helps managers not to lose contact with their new employees, and also gives beginners some space for self-growth.
Google has turned the employment process into a well-functioning machine, which is not surprising for a company that has created a search engine known throughout the world. Such a system can be a good template that companies can use to organize their own recruitment process. Despite the fact that Google is much larger than the average employer, all the advantages of its system, from checking the biography to the process of adapting new employees, can be applied in almost any company.
Google is one of the iconic IT companies in the world. She is an extremely popular place to work. According to reports, the company receives about a million resumes each year. Google should have a reliable system that helps to narrow the flow of candidates and find the best ones for open positions. What does this process look like and what lessons can other employers learn from it?
Let's take a closer look at how Google takes employees to work, helps newcomers adapt, conducts internal audits and, as a result, makes decisions.
Google Jobs Process
Google, as an employer, has little in common with the average company. It is an IT giant with tens of thousands of employees and a global presence. However, the start of the Google hiring process is not much different from other companies.
Step 1: Filing an Application
When a candidate tries to get a job at Google, he starts with Google Careers . Here he can learn about teams at Google, find open jobs and see recommendations on applying for a resume for a job. Each job listing is full of details and information about what Google offers as an employer. Applicants see the position, category, location, as well as a description of what responsibilities are assigned to this position. Job listings include bulleted lists of job descriptions, minimum qualifications, and preferred qualifications.
Applicants who are ready to apply for Google jobs click on the “Apply” button at the top of the job list. After clicking, the candidate will be asked to upload his resume in a compact virtual application form. At the bottom of the page there is a place where you can write a cover letter. Despite the fact that the cover letter is optional, it is recommended for completion for any candidate who wants his application to be taken seriously. Keep in mind that Google receives a million applications a year, so candidates need a way to stand out, and writing a cool cover letter will help you check out.
Step 2: Interviews
Google didn’t invent a bicycle for the interview method. As a rule, the interview consists of two stages. The first step is a phone interview (or, most often, through Google Hangout). The second stage is a face-to-face interview. Only the “finalists" get to the second stage.
The interviews themselves may vary slightly depending on how technically difficult the job will be. For engineering positions during the interview process, candidates may be asked to write a code or algorithm in Google Doc and show them to the interviewer online. Such a system allows you to ask technical questions that require demonstration of skills.
In general, Google is looking for candidates who excel in four different categories: general cognitive abilities, leadership, subject knowledge, and Googleyness. Googleyness is such a synonym for corporate ethics and adaptation.
In the past, Google was famous for asking questions that were irrelevant, such as: “How many piano tuners exist in the world?” These questions were used to evaluate creative thinking, judgment, and problem-solving skills. In recent years, Google has stepped back from this line of behavior, but from time to time such questions are still addressed to candidates.
Step 3: Review
The third phase of the Google job placement process is called Review. It can take several weeks and remains behind the scenes. As a result, candidates remain in limbo until Google decides who to hire.
The review phase is divided into two stages. At first, Google employees at different levels come together to discuss candidates, sort their materials, and understand who suits them best. Then, such a committee prepares a package of candidates indicating the best, as well as recommendations of the committee itself. At the second stage, this package is transferred to the superior manager. And he, in turn, is considering the remaining candidates and makes the final decision about who to hire.
Step 4: Biography Check
Google only checks the candidate’s biography after a conditional job offer has been made. All final job offers are made upon completion and depending on the results of the verification of the candidate data.
The preliminary list of checks conducted by Google contains four main types: criminal history, verification of the availability of relevant education, verification of employment history and verification of personal data. To check for education, Google checks international information centers to confirm the appropriate level of education. In order to verify a job biography, Google contacts previous employers and checks the information on the resume.
If the results of the biography check are worrying, Google may withdraw the job offer and notify the candidate in accordance with the official Fair Credit Reporting Act. In the event that no problems are identified, the process of applying for a job moves on.
Step 5: Adapting New Employees
To help professional and social adaptation, new employees at Google have a special “just in time” notification system. This system assigns responsibility for this process mainly to managers. However, she also sends reminders to managers by email to remind them of their responsibilities:
- Discuss with the new employee his job responsibilities;
- To introduce the newcomer to his team so that they can help him socially adapt;
- Help a newcomer meet new people and create a “social network” on Google;
- Conduct monthly inspections during the first half of the year from the moment a new employee is hired;
- Establish an open door policy so that the new employee knows that he can always ask the manager for help if he has a question or needs any help.
Using such a system, Google achieved success because it balanced the universal aspects (tips) and personalized aspects (managers receive these letters only if new employees come to work with them). The system helps managers not to lose contact with their new employees, and also gives beginners some space for self-growth.
Conclusion
Google has turned the employment process into a well-functioning machine, which is not surprising for a company that has created a search engine known throughout the world. Such a system can be a good template that companies can use to organize their own recruitment process. Despite the fact that Google is much larger than the average employer, all the advantages of its system, from checking the biography to the process of adapting new employees, can be applied in almost any company.
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