In response to Kristian’s answer, companies have different hiring process. The hiring process really depends on the policies that are implemented; the size of the company, the offered or needed job position, and the type of industry a company operates. Any companies are hiring top candidates with the best characteristics who seek in career opportunities. A significant company decision for any organization is how to choose an employee that qualifies to the position as required. The best candidate or applicant that fits in the business culture is one that is productive at the workplace. The success of the company is measured in accordance to its profits and losses; unnecessary hiring possibly caused disadvantages to the company. This is to assure that the management determined the type of competencies and skills required to meet the mission and vision of the company.
For example, Google Company, regarded as one of the best Internet giant company in the world. The company hired highly talented candidates, who passed through a critical process. This process is contrary with the traditional selection process, wherein there are only more or less two approving persons like managers assigned during the selection. At Google, candidates or applicants for any position are approved by several managers, different executives, and committees; it has a detailed selection process. An applicant who is qualified during the process is likely compared to an elephant passing through an eye of a needle. There are several screening processes such as resume review, phone interview, and final interview; more or less four to five interviews before the final interview. This guarantees that an applicant has an appropriate skills, promising experience, and comprehensive knowledge for the job.
According to Laszlo Bock, Google senior vice president for operations, the company has performed very interesting things to assure that the company’s interview process is systematic. Every interview is done appropriately in terms of the number of job candidates interviewed for a certain position, the best interviewers, and considering the kind of attributes that has the tendency to foresee the success of the company and to make people successful as leaders with proper guidance for self – improvement and as a whole. Bock added that brainteaser is a waste of time because it does not predict anything in particular, a total no sense at all. This stressful practice affects the Google Company’s good opportunity to hire talented applicants, partly their lost. The effect has created a terrible reputation among those fresh graduates eying to apply. Due to the said scenario, they eventually preferred a structure behavioral interview with rubrics applied consistently.
Interviewer asks analytical questions and to be answered accordingly. To let a candidate or applicant speak his own experience, from the candidate’s response, the interviewer can be able to gather significant information, an actual interaction in a real – world situation and Meta – information about the candidate’s sense of level of ability to handle the situation. Info graphic shows the entire hiring process at Google Company; it reveals how applicants go through a series of interviews with different interviewers. Every interview usually lasts about forty – five minutes . The target of most company is to have a long – term employment relationship possible. Every employer is different in a way on how they manage the company and the key qualities of quality performers are the highly attributes of the company. As revealed by Bock, the stressful brainteasers used by interviewer do not foresee the talent and potential of applicants .
Alyson Shontell, a well – prepared Google applicant, pointed out how the brain teasing questions disturbed her during the process. Evidently, her article demonstrates how Google lost a promising employee and a customer or user as well. The lost of the company is due to some inappropriate questions asked during the interview, unrelated to the job description or the offered job position. I would say that to avoid any disadvantage or lost top performers in the company, it is better to have a well – organized questions and comprehensive process. This is to gain more credibility and success to every employee, team leader, and the benefit of the company. A company that is guided with a good leadership and intelligent way of hiring candidate attract the best talented employees, best customers, and best investors and moving forward to a bright future ahead.
Reference
Bryant, A. (2013, June 19). In Head-Hunting, Big Data May Not Be Such a Big Deal. The New
York TImes , pp. 1-2. Retrieved from http://www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html?_r=1&.
DeVelder, C. J. (2013). Do You Have Any Questions for Me? Student Lawyer , 41 (8), 14-16.
Lloyd, F. R. (2012). Building a High Performance Workforce with a New Type of Corporate
Leadership. Power Engineering: Special Section , 116 (7), 5-6.
Shontell, A. (2009, November 19). My Nightmare Interviews With Google. Busines Insider , pp.
1-3. Retrived from http://www.businessinsider.com/my-nightmare-interviews-with-google-2009-11.
