What does Google do to find outstanding talent in interview?

ByHéctor García

In the management of the companyA completely new management methodIt is also known that it is creating an environment where developers can play an active part without hierarchy. Also adopt and interview "Should employ as good a person as possibleAlthough it is done based on the idea that it is done, Mr. Laszlo Bock of Human Resources Management Department is disclosing how to adopt it.

Here's Google's Secret to Hiring the Best People | WIRED
http://www.wired.com/2015/04/hire-like-google/

◆ What is "structured interview method" adopted by Google?

ByAray Chen

In the research carried out in 1998, meta-analysis of the research done in the past 85 years examined "how much evaluation evaluates human performance" evaluation. And when the evaluation method of 19 was analyzed, it turned out that it is difficult to predict the performance when a person gets a job with a typical job interview method.

In the survey, the most effective "evaluation method" was judged to be "work sample test" to have part of the duties actually done, which generally predicts work performance by 29% You can do it. However, since it is necessary to cooperate with others to actually carry out their duties, we can not predict the performance perfectly even with work sample tests.

It is common cognitive ability test that is considered effective after work sample test, prediction rate is 26%. The cognitive test is similar to the IQ test and examines the ability to recognize correct and incorrect answers. It is a good thing to be able to investigate "pure intelligence and learning ability of that person" necessary for the success of work, but on the other hand it has the problem of easy discrimination. For example, it is taken into consideration at the university entrance examination in the United StatesSAT(University admissibility suitability test) is a type of cognitive test, but it is disadvantageous to measure the competence of women and minority students, "It only foresees the results for one or two years after entrance to the university"Has been questioned in recent years.

And, "Structured interview method" resulted that it has the same effect as general cognitive test. There are two types of structured interview methods, "Behavioral interview" and "Situational interview", "Behavioral interview" tells candidates who are interviewed "Please explain your past achievement "What do you think you think you can make use of its achievements in this work?" That is, what do you do if "situation interview" is "what would you do if this situation happened?", We are asking candidates to answer. By this method, the interviewer is said to be able to measure the idea and honesty of the candidate.

In addition to being fair to candidates, the structured interview method is a good experience for both interviewers and candidates. So, why the structured interview method is not adopted so much, it is difficult to execute it in the right way. The interviewer himself must concentrate on the candidate and have to test them while taking a note and it is also necessary for the candidate to make continuous questions so that the candidate does not prepare an answer in advance.

The goal of job interview is to "predict the performance at the time of work." And in the past research, it is shown that it is more effective to combine several methods rather than adopting one method in the interview, so you do not need to stick to one structural interview method. In the case of Mr. Bock, he said that he interviewed a combination of structured interviewing method and cognitive testing, integrity checking to measure sense of responsibility, leadership examination. In-house tool "qDroid" was developed at this time by Google. QDroid says that the interviewer decides posts of jobs to be recruited and checks the characteristics necessary for getting to the post, questions for measuring interview guides and work performance are sent by e-mail . It makes it dramatically easier to derive excellent questions by this.

In addition, interviewers share question contents with other employees, so that people other than those who actually interview are involved, so that questions at the interview become multifaceted. For example, when an interviewer has come up with a question saying "Please tell me when your action has a positive influence on the team" someone else asked "What was your purpose then? How did the team respond? "It will be possible to brush up the question.

◆ Boring questions lead to excellent answers

ByAlex France

The above-mentioned questions are common, and some people may be boring. However, general and boring questions clearly distinguish between common responses and good responses.

For example, when interviewing a candidate for a technical support post, a general answer to the question "How did you deal with customers saying that batteries are strange?" Is "A notebook PC I repaired the battery of "It is what it says. However, there was a person who responds that "In the past customer spilled gucci about battery life and touched on traveling, so we brought a spare battery in preparation for a moment." It is a person to hire. The boring question is the key to identifying opponent's skill and preventing confusion.

Depending on the company, there are places to make a unique question "What is the song that expresses your labor view?", But to find a person who is perfect for the post of work, questions that do not include my prejudice or prejudice as much as possible You should do.

After the interview is over, I will point the answers. For example, the cognitive test is evaluated with five factors, "how many candidates understand the problem". At this time, for five elements, the interviewer needs to write down exactly how much the candidate has shown the ability. By looking at the evaluation, I will evaluate whether an "evaluator" different from the interviewer should hire or not hire.

If you ask the method "Create a question and give points to answers", there may be people who think that it is "a common technique". However, "How many people do not severely hurt because they did all the questions to cast for candidates, evaluated on the same basis for all candidates, did not time out, and were in a bad mood? "Mr. Bock says. Even making notes so that my insight is useful to other interviewers is inherently difficult.

Also, it is important not only to evaluate candidates but also to "promote candidates to stay on you". At the interview, the candidate is in a very defenseless position and will have an intimate conversation with the interviewer. As candidates tell others about their experiences, investing for a good interview is worthy enough. In Google interview, 80% of candidates will be dropped, but still a candidate who fails will recommend Google to others.

◆ Do not leave your interview thrown by others

ByPixel Pro Photography

There are bosses and colleagues who are expected to grow in any company, but "people who move for themselves" is unusual. It is more important than "the ability of a boss or a colleague to be capable" to do the job, whether there is a person who moves there for himself. Therefore, it is important to send a signal to candidates "move for you" signal. Excellent candidates will go away if judging that there is nothing to learn from the interviewer.

It is also important to involve people who are not related at all to the group that actually interviews. In the case of Google, if you interview a candidate about a sales post, you ask someone from the law team or the advertising team to listen to opinions from places without interests. Those who do not have anything in common with the candidate are not easily affected by wrong judgment.

Although it sounds easy in words, usually managers do not like the situation that they can not hire people they choose, interviewers dislike opinion that "follow format" or "follow feedback" opinion. In a study published in 2000The result of the interview depends on the first 10 secondsIt is very difficult to make a meaningful interview, but "Please fight for a good interview," Mr. Bock says.