This is why Google always hires the best employees!

Google technology company.

Are you curious about the recruitment process that is considered the most perfect on the planet?

5-10 years ago, the recruitment process at Google was not as attractive as it is today. At that time, all candidates would have to go through 15-25 rounds of interviews lasting from 6-9 months.

Have you ever heard of the brain-numbing questions at Google that even geniuses are stumped by? Imagine being bombarded with questions like “How many golf balls can fit in a bus?” It’s a tough experience. The process has been tweaked and the brain-numbing questions have been replaced with more realistic job-related questions.

In 2017, this company received more than 3 million applications and only recruited 700 people. And to become one of these 700 glorious people, you will have to pass 3 steps set by Google as follows:

Step 1: Extremely high standards

It must be said that the standards set at Google are very high, and no employer will be allowed to compromise to lower them. In addition, the hiring manager can reject candidates for any reason, but does not have the authority to make the final hiring decision. All suitable candidates will have to be reviewed and approved by an independent hiring committee, and this committee will not be involved in the hiring process.

Google divides the process into different functions like sourcing, coordinating… They approach each candidate individually and vote on their selection. The philosophy behind this approach is to create an unbiased recruitment system and always hire the “best”.

Google's colorful office.

Step 2: Approach candidates objectively

Google executives use social media platforms like LinkedIn, Google+, alumni databases, and other professional organizations to find talent. Here are four ways Google approaches candidates during the interview process:

General Cognitive Ability – Candidate Problem Solving Skills

Leadership – ‘Emergency leadership’ means that people at a company are willing to give up their power to let someone else lead when that person is the more appropriate leader in a given situation.

Googleyness – Does the candidate have the Google quality: comfortable, humble, and able to bring something new and different at any time.

Knowledge relevant to the role you are applying for – Gain access to the skills and knowledge required to perform the duties of the job you are applying for

Step 3: Give candidates a reason to join Google

Google will let candidates interact with future colleagues, witness the real work they will do after being hired. The work here needs to be done with enthusiasm, so if candidates see the job as an invitation, an opportunity to help themselves become outstanding, work productivity will increase and candidates will stick with the company for a long time.

Sometimes Google will let candidates present in a room with non-working equipment. If the candidate doesn’t mind tinkering with the equipment, that’s a sign of a person who’s easy to work with. And of course, since this is a tech company that thrives on innovation, there are always points for candidates who have backup plans B, C, and D. This is a great strategy to weed out people who aren’t interested in the job in the first place.

Have you gotten any closer to your dream of working at Google?