jump to navigation

KISS Like Google’s HR Department (Keep it Simple Stupid) November 18, 2014

Posted by Darwin in Uncategorized.
add a comment

If you are in charge of hiring at your company, you might be tempted to make it an in depth process that leaves no stone unturned in an effort to find the optimal candidates. A better approach is to follow Google’s example by keeping it simple.

The tech giant has eliminated complex problem solving questions that candidates hate. It also bucked convention by reducing the emphasis on grade point average. Google’s mantra is to adhere to its consistently high expectations for candidates. Their logic is that by never letting hiring standards slips, they’ll continue to bring in a flow of talented and intelligent workers who challenge the current workforce to stay on their heels.

It is tempting to fill a role with a slightly inferior candidate just to eliminate one of the company’s glaring needs. Yet when you lower the bar for a temporary solution, you’ll be diluting your organization’s talent pool. In the long run a hastily made decision like this will backfire. By never lowering your hiring bar, you’ll maintain an overachieving workforce that consistently delivers a top notch performance.

As soon as you lower the standard out of nepotism or when pressed for time, you’ll start a domino effect. This is especially true if you are hiring someone for human resources. A below average candidate who doesn’t meet your typically high standards will likely higher someone who is a tad less talented and hard working than themselves. That person in turn will do the same until your organization is full of average employees.

Take a page out of Google’s playbook and take the hiring control out of mangers’ hands. Instead, when it comes down to the final decision, utilize an entire committee. This provides a system of checks and balances that won’t allow one person to flex his power and hire someone who doesn’t meet the company’s lofty standards. Although it is hard to believe, word is that Google’s CEO, Larry Page, personally reviews each offer that is extended to a potential employee.

It is clear that the most successful company on the planet doesn’t take hiring lightly. Aside from their committee based approach, they also utilize a number of high tech solutions that help to narrow the incredibly large field of applicants. One such tool is the applicant tracking system, commonly called ATS. This software empowers human resources personnel to sift through a seemingly never ending pool of prospect data. It filters resumes, applications and other information to identify candidates that will best fit your open position. This way, you can devote your hiring department’s resources to interviewing and researching the diamonds that ATS has uncovered from the rough.

3 Steps To Supercharge Your Company’s Hiring November 3, 2014

Posted by Darwin in Uncategorized.
add a comment

Every company is looking for the most intelligent and committed team who can boost the brand to greater heights. Small brands need to realize that they often will have trouble competing with offers from larger companies who have a greater reach into the talent pool with well-known reputations, outlined paths for employees to move up and possibly even better benefit packages.

Instead of focusing on the classic employee mold, entrepreneurs might find better options with talented folks who didn’t get into the pedigreed university and won’t bring years of premium-brand work experience to the table. Startups have to seek those who have potential for growth and are lacking in certain respects (making them willing to take a job with a startup at a lower pay).

Finding these diamonds in the rough means spotting the critical traits they have in common and considering their interview from a different angle.

1. Curiosity

You need employees who ask unique questions and have the drive to find the answers. These individuals will challenge their co-workers and even the brand itself, pushing your company towards faster development. To find curious candidates, look for applicants with:

  • Interesting or fun pastimes
  • Outside of the box thinking
  • Intellectual quirks and problem-solving tendencies

2. Competitiveness

Your team members should hit the gas pedal and not let up until the mission is accomplished! Competitive employees will have the kind of drive that pushes them to exceed your expectations and create a competitive atmosphere. It’s written deep down in their nature to press onward despite setbacks and work hard to achieve high goals. Individuals with this character trait often have:

  • A history in organized sports
  • Competitive pastimes
  • Signs of mental toughness and resilience

3. Integrity

The most important characteristic for your employees to possess is integrity. Without that, you will have your hands full with employees who shave corners or even steal from your company. Dishonest people can severely hurt the reputation and direction of your brand. To help narrow down the field and discover a lot about the potential candidate you are interviewing, ask:

“What one thing about yourself could cause me to seriously question hiring you for this job? And, don’t try to spin it as a potential strength.”

The answer you receive will tell you a lot about the integrity, humility and self-awareness of the person you are interviewing. We all have a hidden part of ourselves that we work every day to overcome, but the first step towards overcoming them is admitting they exist in the first place!

It may take time to work through those who don’t shine on paper to determine who has true potential, but the reward is worth it. Cut some of your hours by using current technology advantages, like the Applicant Tracking System, to find true talent in the pool of resumes you are sifting through.