![]() In fact, Haynes says that the company values applicants who are problem-solvers and who have a "general cognitive ability" over role-related knowledge because positions are constantly shifting. This is particularly important for a company like Google in which employees jump from team to team and from role to role. "Also, are they gonna be a good fit for the organization as a whole for the longer term," "They're like a layer of objectivity and they're looking to see does this person match the qualification for this immediate role at hand," says the lead recruiter. The best part of this chain, says Haynes, is that unlike the hiring manager, committee members are removed from the urgency of selecting someone and are able to judge the applicant based solely on merit. The hiring manager then passes this review on to the independent committees. Here's how hiring decisions are made, she says: The hiring manager first interviews the candidate and then fills out a hiring packet that includes things like the detailed interview feedback, the recruiter's notes from the initial conversation, internal references if the person knows someone at Google and external references if the person has submitted professional references. However, the individual hiring manager is not part of the committee, which Haynes says new managers also find surprising. Members serve on the committee for three to six months before being rotated out of the committee. The hiring committees at Google are usually made up of leaders in the specific organization doing the hiring. "It's way better to take the time and go through a very robust hiring committee on the front end and then identify the best possible candidate the first time around." This can lead to a bad hire, which has a really "long lasting negative effect on a team or a company's culture," says Haynes. Haynes explains that you often see employers rushing to settle for a candidate because of time pressure, or even hiring someone due to a preexisting relationship or as a favor to someone. The senior recruiter admits that utilizing a hiring committee does slow down the hiring process, although this approach is beneficial for the company in the long run. ![]() And that also applies to the way we make hiring decisions too," Haynes explains. ![]() "Research tells us that teams that have diverging opinions can make better less biased decisions. "When managers come to Google for the first time and hear this, especially after years and years of having it a very different way at their previous companies, they're shocked," says Haynes.īut the tech giant stands by its strategy of making hiring decisions through a team consensus. All suitable candidates must be passed along to a hiring committee for review. On the flip side, a hiring manager cannot single-handedly give the "final yes" to extend a job offer. A hiring manager can say no to an applicant for any reason, says Haynes.
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