Google spends twice as much on recruiting than the average company, even though it gets two million applicants a year. My book review of Laszlo Bock’s “Work Rules” in today’s WSJ on why that’s the case, read it here.
Lots of valuable lessons from the book, especially what Google has found to be the greatest predictor of whether a candidate will succeed (a sample work test), why the best and brightest candidates are not looking for jobs, and why most companies are potentially missing out on the ideal candidates.
The biggest predictor of whether you’ll succeed, Laszlo Bock outlines in “Work Rules!,” is how you fare in a sample work test. Whether recruiting for an entry-level position at a call center or for a seasoned engineer at Apple, a company needs to see people in action. For example, hearing how a job candidate keeps calm talking to an irate customer or watching how the person would solve a coding challenge.
That may sound obvious, but consider that today most companies conduct their initial filter of job applicants based on a version of the traditional résumé. Work tests come later, if at all. What that means is that, in most jobs, potentially the best candidates—those who would ace the work test—never make it past the first round. That has serious implications for a company’s performance.
Read the full review here.
Are these challenges you’ve encountered or tried to solve? How does your company hire differently than others?