googleWhat Google Thinks About Hiring, Management And Culture

During Laszlo Bock’s nine years as Google’s SVP of People Operations, the company has won more than 100 awards for its employment practices.

Bock, who came to Google after stints at McKinsey and GE, recently collected his thoughts about management and culture into “Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead,” a New York Times best-seller.

He expounded on some of his HR-related ideas in a conversation with my partner Beth Seidenberg at KPCB’s recent CEO Workshop.

Hiring is best done by committees, not individual managers. (1:26) Most people overestimate their interviewing skills. As a result, interviews are too often an exercise in confirmation bias, in which interviewers, without realizing it, are looking for data to affirm the snap judgment they’ve already made. Google’s hiring committee’s sole job is to keep quality high; its decisions cannot be questioned.

Avoid “gotcha” interview questions. (4:11) Google’s data shows brain teaser-style interview questions don’t predict performance, rather structured interview questions are much better indicators.


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October 12, 2015 in Marketing, Resource Centre