It starts with asking yourself (or your management team) a very simple question in relation to a specific team member: ‘If everyone in the organisation had the same cultural values, attitude and level of talent as this employee, would the bar (the average) be raised, maintained, or lowered?’
Steven Bartlett • The Diary of a CEO: The 33 Laws of Business and Life
Across industries, there were three dominant templates: professional, star, and commitment. The professional blueprint emphasized hiring candidates with specific skills: Founders looked for engineers who could code in JavaScript or C++, or scientists who had deep knowledge about synthesizing proteins. In the star blueprint, the focus shifted from c
... See moreAdam Grant • Originals: How Non-Conformists Move the World
In a thread where users discuss the diminishing value of referrals when people simply refer strangers, one user rebuffs: “Referrals are the best thing on [B]lind. They give a shot for anyone to interview anywhere.” Applying for a role at a big tech company is generally competitive. In 2019, Google received 3.3 million applications with a hiring rat... See more
Fadeke Adegbuyi • Blind Ambition
Hiring is all about probabilities. When we evaluate a candidate, we are basically just trying to predict whether that candidate will be a success in the position being filled. We're trying to know the future, but we have no prophets and no Oracle.
Eric Sink • Hazards of Hiring
referrals had a higher yield than any other source of candidates,
Laszlo Bock • Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead
What is a good choice? Good shouldn’t be defined primarily in terms of education, skills, or specific prior experience (although these will certainly factor into the choice). The primary assessment of good should be, “Does this person fit with our values? Is this person willing to buy into what we’re all about? Is this person likely to live with ou
... See moreJim Collins • Beyond Entrepreneurship 2.0
That means everyone here will be interviewing candidates and pushing to find someone who can demonstrate trust, engage in conflict, commit to group decisions, hold their peers accountable, and focus on the results of the team, not their own ego.”