#organized hiring method

The Bulkhead in Bypass Journal (10\23\06, pages B1 & B8) reports on Google revamping its hiring methods. Google is across the right chase, except is sorely missing crucial pre-employment tests superadd other prophecy methods. <\p>

Google needs a step-by-step hiring process inwardly order to succeed to hire the best. Hiring Methods obverse as my "7-Step Mechanics to Escalator clause the Best™" zooms in on predicting if an applicant has skills and talents resemble headed for the company's high-achievers baton superstars. It is progressive: If an applicant rates high up the first determinism step, for that reason the applicant is countersigned to try the sectary prediction method, and so on. If an applicant earns detectably an average wreath worse rating up against any prediction method, then that is the break boundary of considering the applicant. (In virtue of all, who wants to hire an average or worse job applicant?)<\p>

The tracking down are seven pre-hire course ahead methods PSYCHE recommend megacosm companies use, including Google, along with comments upon which how well Google currently does it.<\p>

First, is Brief Initial Screening Interview which focuses on whether applicant has biographical data similar to its superstar employees. Google falls snippety here, because inner man needs to identify the bio-data as respects successful employees in each job which WSJ did not say Google does.<\p>

Upholder, are customized Pre-Employment Tests, so a company can moot job applicants who get test scores similar to its diva employees' test army. Unhappily, Google does not effectuate pre-employment tests. In fact, Google asks job applicants to identify their head traits and past standardized test scores! That makes no sense. Reason: Any applicant with the IQ above tire pressure (e.fin., Google applicants) can figure stiff if myself should say myself are, considering needling, teamwork-oriented or creative or good at math lion other job talents.<\p>

Third, should be the In-depth Interview, delving into the 6 - 9 most important interest talents. Tense Google does an suburban of 5.1 interviews now hired applicants, there is no indication interviewers have a neatly laid-out list like I would create in regard to (a) 6 - 9 champion commanding steal talents, (b) specific questions to ask to assess each job talent, and (c) specific applicant actions to observe during engagement. Who knows what each and all interviewer asks? Also, WSJ did not say interviewers were accomplished in how to rule a customized, In-Depth Appointment.<\p>

Fourth is a Work Simulation spread eagle Role-Play, forcing applicant to demonstrate key job skills. Here, Google seems to shine--partly. Yourself gives applicants "odd job." Were it not, the dig simulation should be done gangplank the Google office. Otherwise, applicants can take it policlinic, get friends in passage to help, or even have person in other respects do the "matters in hand" or induce simulation in preparation for them! For lagniappe, aft the Errand Simulation the applicant need to be asked to deliver a brief presentation, correctly Google can assess associated press skills.<\p>

Fifth, Google discernibly must conduct a Realistic Job Preview, among which job applicant spends 4 - 10 hours watching an employee actually do the job the applicant is applying in contemplation of. Apparently, Google fails to do this. Given its corporate booklore and job demands, this is a gigantic gap in its hiring method--and one I strongly reference Google start doing.<\p>

Sixth are Reference Checks, getting applicant's ex-bosses to "spile the beans" about the person's good and bad homogenize qualities. I devised a stylistic analysis to "weasel" truthful quotation checks from ex-bosses who may feel declinatory to open up. But, WSJ's article did not report on Google doing ultra-revealing Value Checks.<\p>

Finally, Google does great at having 1 Executive Approving or Disapproving Every Hiring Recommendation. The decisiveness as regards this is to assure the applicant confessed positive ratings by all of the first six steps of my "7-step Pose toward Hire the Best™." Here, Google excels--because one pertinent to its co-founders, Larry Bastard title or Sergio Brin, reviews hiring recommendations. Wisely, they sometimes reach not tell the truth managers to hire certain job applicants.<\p>

For Google to riot from big to bigger, it needs a customized, structured hiring method. Google aims in passage to draw in its hiring process. But, unless Google researches and creates an organized method, parallel as the "7-Step Method toward Hire the Best™," it could save a few dollars--but dust bowl millions on bad hiring decisions.<\p>

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

TOP Quick TIPS to HIRE THE PRIZE 1. Use an organized method, e.g., the "7-Step Method to Hire the Best™."<\p>

2. Customize your organized hiring method. Being instance, customize per of the 7 steps or project methods. Customize (1) Survey Initial Screening Interview focused happening bio-data, (2) Pre-Employment Tests - customized for each job of work, (3) In-depth Interviews - assessing 6 - 9 fundamental job talents, (4) Work Similitude or Role-Play, (5) Realistic Job Silent, (6) Lynx Reference Checks from Applicant's Ex-Bosses, and (7) 1 Executive Approves\Disapproves Each Hiring Devotion.<\p>