{"id":389,"date":"2006-10-24T16:39:11","date_gmt":"2006-10-24T21:39:11","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/?p=389"},"modified":"2006-10-24T16:39:49","modified_gmt":"2006-10-24T21:39:49","slug":"when-google-hires-people-interview","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2006\/10\/when-google-hires-people-interview\/","title":{"rendered":"When Google Hires, People Interview"},"content":{"rendered":"<p><a href=\"http:\/\/www.careerjournal.com\/salaryhiring\/industries\/internet\/20061024-delaney.html?mod=RSS_Career_Journal&#038;cjrss=frontpage\" target=\"_blank\">Google Adjusts Hiring Process As Need for New Talent Grows<\/a> provides a glimpse of the extended hiring process of a suddenly large company. When I write suddenly, I mean this:<\/p>\n<blockquote><p>During the quarter, the company brought in an average of 16 new employees daily, up from 13 the quarter before. Its breakneck hiring has boosted staff from 1,628 at the end of 2003 to 3,021 a year later and 5,680 at the end of 2005.<\/p><\/blockquote>\n<p>The article illustrates the hiring challenges that occur when a company experiences explosive growth. The large company effects can be seen in that they have brought in a new, young VP of HR with new initiatives:<\/p>\n<blockquote><p>One initiative Google has already undertaken is reducing the number of interviews. Mr. Bock says each candidate offered a job by Google went through 5.1 in-person interviews on average in June, <strong>down from 6.2 at the beginning of the year<\/strong>. (A veteran tech recruiter says five to eight interviews is probably about average for Silicon Valley.)<\/p><\/blockquote>\n<p>6.2 in-person interviews? That is astounding to me. I was unimpressed that it took the Google hiring managers, on average, that many interviews. As you can see, Google still beats the average for that region. Yet, their speed still appears to be quite &#8220;corporate&#8221; for some candidates:<\/p>\n<blockquote><p>Recent candidates say the process can still drag on. &#8220;<em>The process from a candidate&#8217;s perspective is glacial<\/em>,&#8221; says one who was interviewed for a senior nonengineering position this year. After each of two in-person interviews, the candidate went more than a month without hearing from Google and finally accepted a job offer from another company.<\/p><\/blockquote>\n<p>Seth Godin&#8217;s new book is titled <a href=\"http:\/\/www.sethgodin.com\/sg\/\" target=\"_blank\">Small Is the New Big<\/a>:<\/p>\n<blockquote><p>Small is the new big because small gives you the flexibility to change your business model when your competition changes theirs.<\/p><\/blockquote>\n<p>It appears Google is trying to return to its more flexible roots while competing as a large corporation. There is a good lesson here for hiring so I will reference two items from our <a href=\"http:\/\/www.selectmetrix.com\/Articles\/2006\/10_Commandments.html\" target=\"_blank\">10 Commandments of Successful Sales Selection<\/a>:<\/p>\n<blockquote><p>5. Do not start the process unless you can hire the right candidate today. <\/p>\n<p>10. Do not assume you are the candidates&#8217; only option.<\/p><\/blockquote>\n<p>Stay nimble in your hiring process and attempt to remove as many delays as possible. Today, candidates have opportunities from other companies that may move more quickly through their hiring process than you.<\/p>\n<p>Maybe even Google.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Google Adjusts Hiring Process As Need for New Talent Grows provides a glimpse of the extended hiring process of a suddenly large company. When I write suddenly, I mean this: During the quarter, the company brought in an average of 16 new employees daily, up from 13 the quarter before. Its breakneck hiring has boosted staff from 1,628 at the end of 2003 to 3,021 a year later and 5,680 at the end of 2005. The article illustrates the hiring challenges that occur when a company experiences explosive growth. The large company effects can be seen in that they have brought in a new, young VP of HR with new&hellip; <a class=\"read-more\" href=\"http:\/\/selectmetrix.com\/blogs\/2006\/10\/when-google-hires-people-interview\/\">Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[2,16,10],"tags":[],"class_list":["post-389","post","type-post","status-publish","format-standard","hentry","category-hiring","category-hiring-salespeople","category-interview"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-6h","jetpack-related-posts":[{"id":1707,"url":"http:\/\/selectmetrix.com\/blogs\/2008\/08\/when-to-test\/","url_meta":{"origin":389,"position":0},"title":"When To Test","author":"Derrick Moe","date":"August 14, 2008","format":false,"excerpt":"Selling Power's Hiring Newsletter takes a look at assessments used in the hiring process.\u00a0 This is a topic near and dear to our hearts in that we assess sales candidates with online tests.\u00a0 One paragraph jumped out (emphasis mine): According to Whittle, the average test runs around $200, but there\u2026","rel":"","context":"In &quot;Assessing&quot;","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":1487,"url":"http:\/\/selectmetrix.com\/blogs\/2008\/03\/assessments-shorten-interviews\/","url_meta":{"origin":389,"position":1},"title":"Assessments Shorten Interviews","author":"Derrick Moe","date":"March 27, 2008","format":false,"excerpt":"I've read many sales technique articles recently that discuss how to approach a prospect.\u00a0 Salespeople are expected to have a cursory knowledge of the company itself, it's market and, to some extent, whether or not they have a solution that may be a fit for this prospective customer.\u00a0 Gone are\u2026","rel":"","context":"In &quot;Assessing&quot;","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":339,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/10\/quantity-vs-quality\/","url_meta":{"origin":389,"position":2},"title":"Quantity vs. Quality","author":"Derrick Moe","date":"October 4, 2006","format":false,"excerpt":"We prefer quality. We often tell our prospects if we do our job perfectly, you will only interview one candidate. If you think about this approach, we are confident in our process and our tools to find the most skilled and talented candidate for the position. Some people are uncomfortable\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":1013,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/06\/the-1-week-window\/","url_meta":{"origin":389,"position":3},"title":"The 1 Week Window","author":"Derrick Moe","date":"June 20, 2007","format":false,"excerpt":"There is a subtle psychology to working with sales candidates in a hiring process when you get to the offer stage. The ideal time frame for an offer is approximately one week after the final interview. This 1 week window provides enough time for both sides to contemplate the position\u2026","rel":"","context":"In &quot;Compensation&quot;","block_context":{"text":"Compensation","link":"http:\/\/selectmetrix.com\/blogs\/category\/compensation\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/06\/windowslivewriterthe1weekwindow-7782clock-angled1.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":27430,"url":"http:\/\/selectmetrix.com\/blogs\/2019\/03\/interviewed-by-a-robot\/","url_meta":{"origin":389,"position":4},"title":"Interviewed By A Robot","author":"Derrick Moe","date":"March 18, 2019","format":false,"excerpt":"You've probably used the term \"robot\" to describe some of the people you have worked with or, in my case, some of the hiring managers with whom I interviewed over the years. But I'm not talking metaphorically now.\u00a0 This BBC news article introduces (is that the right word?) us to\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/03\/Robot-Drawing.png?fit=560%2C315&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/03\/Robot-Drawing.png?fit=560%2C315&resize=350%2C200 1x, https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/03\/Robot-Drawing.png?fit=560%2C315&resize=525%2C300 1.5x"},"classes":[]},{"id":263,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/08\/the-gut-is-not-the-answer\/","url_meta":{"origin":389,"position":5},"title":"The Gut is NOT the Answer","author":"Derrick Moe","date":"August 29, 2006","format":false,"excerpt":"We were at a customer site yesterday afternoon and heard a great line. This is a large, national company with thousands of employees. Our HR contacts have to work with many different hiring managers and have to debrief with them after interviews. One of the lines they hear from a\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/389","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=389"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/389\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=389"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=389"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=389"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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