In today’s connected world, there is no doubt that Google is a household name. The phrase ‘google it’ has become ubiquitous with ‘look it up’, and the company is growing all the time. Part of the secret to Google’s success is hiring only the best talent out there – people who are passionate about their work and incredibly good at their jobs. The company has become renowned as a fantastic place to work with some amazing benefits, as well as a place for only the top performers in the industry. But it’s not just the good salaries or the attractive culture and working environment that helps them secure that talent – it’s the way they go about finding it.

The Problem With Traditional Interviews

Over 98% of companies out there still use the standard interview to gauge someone’s potential for their business. But according to many studies, the impression and judgements made in the first 10 seconds of the interview shape the outcome, regardless of how well the candidate performs. The problem is, these predictions from the first 10 seconds are useless. They create a situation where an interview is spent trying to confirm what we think of someone, rather than truly assessing them. That’s why technology and data giant Google doesn’t bother with the traditional interview process. Instead, they have used the massive amount of data they collect every day to create a streamlined process for finding and selecting the right people. That’s why out of the 3 million job applications Google receives every year, Google only hires 7000 (that’s 0.2%).

Test Knowledge, Not Interview Skills

Google HR manager Laszlo Bock says that their hiring protocol is ‘consistent and streamlined so that every Googler knows exactly what to look for in candidates. Google is fairly renowned for asking potential employees to solve riddles and brainteasers as part of the hiring process. This is part of a sequence of tasks set out designed to test a candidate’s cognitive abilities, leadership, general ‘Googleyness’ and knowledge of the role. By setting a series of applied tests for candidates, Google can see each person in action in a variety of situations and get a very good gauge of their practical strengths and weaknesses, rather than the rehearsed answers you get with traditional interviews, making it a far more productive and successful approach.

Culture Is Key 

statsWhile many businesses are starting to get on board with the idea that company culture is important, Google is one of the trailblazers in this field. Google is very proud of the fact that it’s the people how to make Google what it is, and their company culture is very important for them. A key aspect of their hiring process is gauging how each candidate will fit within the Google family, and if they will match the values and culture that Google have built up. That’s why part of Google’s hiring process is focussed on ‘Googleyness’ – the way the candidate will fit into the team. In this section of the process, candidates get the chance to share how they work individually and within a team, help others, navigate ambiguity and push themselves to grow outside their comfort zone. Candidates who impress the hiring committee within this section are highly likely to success within Google because they are the right type of person who shares the vision of the business. By ensuring every single new hire matches the company culture and collective vision, Google are building stronger teams than their competitors.

Removing Bias

There are many people out there who are terrible at interviews but fantastic performers within their field. Likewise, there are plenty of people who can interview really well but are actually fairly poor at what they do. That’s why Google bosses such as HR manager Laszlo Bock makes a point of reminding everyone of this fact – in order to prevent that 10-second impression being formed and creating bias within the hiring process. Google also removes bias from the hiring process by putting a hiring committee in charge of making the hiring choices instead of the hiring managers. Former Google CEO Eric Schmidt likens the hiring process to the way a university decides hiring and promoting faculty, with peer-based hiring favoured over the traditional hierarchical hiring method. By doing this, no one person is responsible for deciding on new hires, and all biases and preconceptions are removed.


At Precise Target Recruitment, we help employers manage the selection and hiring process for all types of candidates in a non-conventional yet very effective way. Our emphasis on only providing pre-selected candidates that will match your company culture, dynamics and technical requirements, we guarantee satisfaction every time. For more information, get in touch with our team today.


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