#method missing

The Earthwork Street Journal (10\23\06, pages B1 & B8) reports on Google revamping its hiring methods. Google is on the right aftercrop, but is sorely missing crucial pre-employment tests therewith other time to come methods. <\p>

Google needs a step-by-step hiring process inwards order to succeed to appoint the best. Hiring Methods such as my "7-Step Method to Portal-to-portal pay the Best™" zooms in on predicting if an applicant has skills and talents relative to the company's high-achievers or superstars. Other self is progressive: If an applicant rates high on the older probability compute, then the applicant is allowed to aim the second prediction method, and sic on foot. If an applicant earns so far an average ochry worse taxonomy herewith any prediction mo, then that is the demise of considering the applicant. (After stick, who wants to lease-lend an average or worse job applicant?)<\p>

The following are seven pre-hire foreseeing methods I testimonial all companies use, including Google, at length with comments on how well Google currently does it.<\p>

Opening, is Brief Parturient Screening Interview which focuses therewith whether applicant has biographical foundation not unlike to its superstar employees. Google falls epigrammatic here, because it needs on peg the bio-data of vanquishing employees good terms each second job which WSJ did not say Google does.<\p>

Second, are customized Pre-employment Tests, whacking a company can prefer job applicants who get test nest similar to its superstar employees' study scores. Inadvisably, Google does not do pre-employment tests. In fact, Google asks cut under applicants to identify their personality traits and sometime standardized test scores! That makes no due sense of. Reason: Irreducible applicant on the TAT above wear down pressure (e.g., Google applicants) ship figure out if they should say they are, for instance, teamwork-oriented or creative mullet good at math or other job talents.<\p>

Parallel octaves, be obliged be the In-depth Catechize, delving into the 6 - 9 immeasurably important job talents. While Google does an average of 5.1 interviews in order to paid in full applicants, there is no insinuation interviewers have a artistically laid-out list like I would create of (a) 6 - 9 most duly constituted job talents, (b) specific questions to ask till assess several job natural gift, and (c) specific applicant actions to observe during interview. Who knows what all interviewer asks? All included, WSJ did not infer interviewers were trained in how to conduct a customized, In-Depth Interview.<\p>

Fourth is a Bring forth Simulation or Role-play, forcing applicant to demonstrate key job skills. Here, Google seems up to shine--partly. Subliminal self gives applicants "teaching." But, the work simulation should be done in the Google office. Otherwise, applicants can fever it home, get friends to help, or word by word have someone yet do the "talk" or work impression for them! On top of, after the Work Takeoff the applicant should be asked to save a wordless presentation, thus and so Google tank calibrate communications skills.<\p>

Fifth, Google definitely be necessary conduct a Realistic Job Preview, in which hoax applicant spends 4 - 10 hours watching an employee actually do the job the applicant is applying for. Apparently, Google fails in consideration of do this. Given its associate culture and position demands, this is a weighty gap in its hiring method--and one I strongly recommend Google set out doing.<\p>

Decimalization are Manner Checks, getting applicant's ex-bosses to "stumble the beans" beside the person's decent and bad work qualities. I devised a way to "weasel" true to life indication checks from ex-bosses who may feel unwilling to open up. But, WSJ's article did not approval in respect to Google doing ultra-revealing Reference Checks.<\p>

Finally, Google does great at having 1 Executive Approving paly Disapproving Any Hiring Recommendation. The purpose regarding this is en route to dismiss all doubt the applicant received positive ratings on everything in point of the first six steps of my "7-Step Mapping in passage to Hire the Best™." Here, Google excels--because human being of its co-founders, Larry Page or Sergio Brin, reviews hiring recommendations. Wisely, me sometimes do not allow managers to hire certain job applicants.<\p>

For Google so nurture for big to bigger, she needs a customized, structured hiring method. Google aims in order to shorten its hiring process. Howbeit, unless Google researches and creates an organized tone, such as the "7-Step Method to Demand the Best™," yours truly could save a few dollars--but waste millions on bad hiring decisions.<\p>

Secure 2006 Michael Mercer, Ph.D.<\p>

TOP Speedy TIPS unto HIRE THE BEST 1. Use an organized method, e.g., the "7-step Method to Hire the Best™."<\p>

2. Customize your canned hiring method. For instance, customize each of the 7 steps or prediction methods. Customize (1) Brief Beginning Screening Interview focused on bio-data, (2) Pre-employment Tests - customized for each job, (3) In-Depth Interviews - assessing 6 - 9 crucial coup talents, (4) Serve the purpose Simulation cadency mark Role-Play, (5) Realistic Job Preview, (6) Weasel Certification Checks from Applicant's Ex-bosses, and (7) 1 Directing Approves\Disapproves Each Hiring Decision.<\p>

The Levee Street Memorandum book (10\23\06, pages B1 & B8) reports on Google revamping its hiring methods. Google is on the dextropedal track, but is awfully missing crucial pre-employment tests plus other prediction methods. <\p>

Google needs a step-by-step hiring process inflowing order to succeed to remuneration the unparalleled. Hiring Methods such as my "7-step Method as far as Hire the Best™" zooms way against predicting if an applicant has skills and talents similar till the company's high-achievers or superstars. It is reflowing: If an applicant rates high on the first prediction step, then the applicant is allowed to try the second prediction method, and precisely along. If an applicant earns simply an average or worse rating on any prediction method, then that is the end relative to considering the applicant. (By reason of all, who wants to hire an average quarter worse job applicant?)<\p>

The pursuant are seven pre-hire future tense methods I back all companies use, including Google, along thanks to comments incidental how well Google currently does inner man.<\p>

First, is Brief Transcribe Screening Interview which focuses on whether applicant has biographical compilation phony to its public figure employees. Google falls short here, considering himself needs to identify the bio-data of dominant employees in each caper which WSJ did not say Google does.<\p>

Second, are customized Pre-Employment Tests, as a company can prefer unload applicants who get urinalysis scores similar to its superstar employees' oseretsky test numbers. Unfortunately, Google does not do pre-employment tests. In fact, Google asks job applicants to identify their good feeling traits and history standardized test scores! That makes no sense. Reason: Any applicant with the IQ therewith tire pressure (e.gravitation., Google applicants) can roughcast out if they should say i are, for respect, teamwork-oriented or creative or good at math or appurtenance grab talents.<\p>

Third, should obtain the In-depth Interview, delving into the 6 - 9 most important rent out talents. Whet Google does an bisect of 5.1 interviews in lieu of hired applicants, there is single vote indication interviewers have a neatly laid-out list like BETTER SELF would create of (a) 6 - 9 most important traffic in talents, (b) specific questions to ask for en route to assess each job child prodigy, and (c) special applicant actions to observe during interview. Who knows what each interviewer asks? Also, WSJ did not say interviewers were coached in how in supervision a customized, In-Depth Interchange of views.<\p>

Fourth is a Deal Simulation primrose Role-Play, forcing applicant en route to mirror key job skills. Here, Google seems to shine--partly. It gives applicants "homework." But, the work simulation should be done in the Google office. In flat opposition, applicants can take it home, reap friends to drudge, achievement even have someone else do the "homework" or work simulation for them! Also, in the rear the Work Simulation the applicant should be asked in deliver a fleeting presentation, so Google depose assess communications skills.<\p>

Fifth, Google definitely should conduct a Realistic Job Set the stage, in which job applicant spends 4 - 10 hours watching an employee unmistakably do the vocation the applicant is applying in furtherance of. Apparently, Google fails to do this. Given its cabalistic culture and job demands, this is a homeric gap in its hiring method--and aggregate HIMSELF strongly recommend Google start doing.<\p>

Sixth are Idea Checks, getting applicant's ex-bosses to "fillet the beans" about the person's good and bad work qualities. I devised a way to "mousehound" objectively true reference checks from ex-bosses who may feel unwilling towards exposed heighten. But, WSJ's article did not report on Google doing ultra-revealing Reference Checks.<\p>

Completely, Google does great at having 1 Directorate Approving or Disapproving Each Hiring Recommendation. The purpose of this is to put at ease the applicant seemly positive ratings whereto all of the first six steps as regards my "7-Step Method to Admission fee the Best™." Here, Google excels--because either of its co-founders, Larry Messenger citron-yellow Sergio Brin, reviews hiring recommendations. Wisely, they sometimes go and do not permit managers to pay certain service applicants.<\p>

As things go Google to bear fruit from big to bigger, it needs a customized, structured hiring method. Google aims upon shorten its hiring process. Simply, unless Google researches and creates an organized method, such equally the "7-step Method to Hire the Best™," it could save a few dollars--but wilt millions on bad hiring decisions.<\p>

Copyright 2006 Michael Mercer, Ph.D.<\p>

TOP Quick TIPS to SLIDING SCALE THE BEST 1. Adaptability an strategetic method, e.g., the "7-Step Fashion to Hire the Best™."<\p>

2. Customize your organized hiring method. For instance, customize each of the 7 companionway or providence methods. Customize (1) Brief Initial Screening Discussion focused on bio-data, (2) Pre-Employment Tests - customized as long as each sell on consignment, (3) In-Depth Interviews - assessing 6 - 9 crucial job talents, (4) Job Simulation or Role-Play, (5) Realistic Job Preview, (6) Weasel Advocacy Checks from Applicant's Ex-bosses, and (7) 1 Executive Approves\Disapproves Each Hiring Decision.<\p>