HR Summit 2018: How Google simplified its hiring process
Internet pioneer Google is always striving to become better. In fact, as Geeta Singh, Director of People Development, shares at the HR Summit & Expo Asia 2018, the company still refers to itself as a "baby organisation".
This is despite the fact that the search engine now operates seven of the world's most widely used internet services.
According to Singh, it is this mentality of always being humble that has allowed the company to grow continually and exponentially.
HR, or people operations as the function is known internally ("It sounds much less administrative than HR"), has also revamped several aspects of its talent practices, with the most notable change seen in the recruitment process.
"We started off spending 100 hours on just screening candidates, and a total of 20 rounds of interviews before actually making a hire," says Singh.
But as a company that is primarily science-based and highly data-driven, Singh says it was no secret everyone knew the recruitment process had to be redesigned.
"So we used data based on our internal studies and figured out that four interviews are all we need to make informed hiring decisions," she states.
Now, Google tests job candidates based on four areas: General cognitive ability, role-related knowledge and skills, leadership attributes, and "googleyness".
"These are the traits we believe are necessary for success in an organisation," says Singh.
Finally, Google also set up an independent committee in charge of all recruitment activities, and mandated that line managers would not have the final decision on hiring.
"This has helped us to speed up the entire interview process tremendously," says Singh.