Have you ever wondered how Google always seems to be able to attract the right people? They’re ultra selective, they get great people to come work for them and they hold onto those people for a very long time.
Now we’re able to peer behind the curtain to learn more on how Google goes about recruiting, motivating, evaluating, selecting, managing and promoting their people through a book called “Work Rules!: Insight from Inside Google That Will Transform How You Live and Lead,” by Laszlo Bock. It’s an eye-opener for anyone who’s ever worked in a Fortune 500 company as there is much to be learned from the way Google does things.
What’s the real secret to Google’s success in luring the right talent? Just be prepared to see an approach to hiring that’s far but traditional.
“A Curious Mind: The Secret to a Bigger Life” by Brian Grazer (the Academy Award-winning producer), talks about how curiosity is a concept that’s been underpinning most of the things in his life. Because he is constantly curious about people, things and stories, he’s made it a point of meeting with a variety of people.
In fact, when Grazer started in the movie business, he wanted to meet with one new person a day. Later on, he modified this to be one new person per month – outside of the film industry. He’d meet with fascinating people such as two CIA Directors, which probably influenced his production of the movie “J. Edgar.” He met with Jonas Salk, Steve Jobs, Condoleezza Rice, Oprah Winfrey, two CIA Directors and more.
What does this have to do with career development? Quite a lot, actually.
As recruiters, we’re seeing a pattern of change when it comes to the number of offers that a candidate is receiving. Just 1 or 2 years ago, it wouldn’t be unusual if a candidate had 1 viable option to consider as they were looking for a new opportunity. Today, that very same candidate may find themselves with 2, 3, 4 or even more offers.
On one hand, it’s good news because they have more choices. On the other hand, it doesn’t make it any easier and in fact, makes the decision more cumbersome. We’re no longer talking about a “Yay” or “Nay” choice on one offer but rather a situation that calls for a lot more due diligence to make the right choice.
Now, some may ask, “Well, wouldn’t you always want to do your due diligence on a company anyway?” You’d be surprised by how few candidates actually follow through on that concept.