on Google, and of course, he's had a front-row seat to changes in the hiring process as he watched the company grow tenfold.
You will be able to quickly determine if someone is worth even an initial interview by setting the bar high and not budging it. And if an employee search is taking longer than you would like, be patient and concentrate more of your effort on the task.Google works with some recruitment firms, but only in specific situations in which outside expertise is a requirement, such as building a new team in another country.
He also recommended that managers make use of LinkedIn, Google+, alumni databases, and professional associations to discover talent.An organization the size of Google can afford to have a large group of people spend time with each candidate, but even smaller companies need to avoid placing the burden of hiring someone onto one individual.
Jonathan Rosenberg, advisor to former Alphabet CEO Larry Page, used to keep 200 Google employees' résumés in his office.
Source: News Formal (newsformal.com)
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