Is there anyone in talent management with a better job than Google's Lazlo Bock?
He's the company's Senior Vice President of People Operations — Google's top HR and talent management executive — and as such, he's the point person for all hiring.
And, Google does a lot of hiring. Although this video from The Economist is from 2013, the numbers that Bock provides — 2.5 to 3.5 million unique job applications each year that funnel into around 4,000 hires — are roughly the same today as then.
Bock is an interesting guy when it comes to hiring because he works for a company that is a place where most everyone wants to work because it is the poster boy for Silicon Valley cool. His book, Work Rules! Insights from Inside Google That Will Transform How You Live and Lead, is not only a New York Times bestseller but as Daniel Pink points out,
(Bock) shows the many benefits of a high freedom culture with a mission that matters. And along the way, he topples pillar after pillar of conventional wisdom on hiring, training, assessing, and compensating the people who power your organization."
Google 3 basic hiring principles
Although this video is very brief at around 2 minutes, Bock details the three (3) principles that Google looks for when they are looking for the very best from the millions of applications that come in each year. They are:
- We hire for capability and learning ability before we hire for expertise.
- We don't compromise our hiring bar — ever. It means we have to kiss a lot of frogs before we find a prince or princess.
- We make the hiring process as objective as possible.
Of course, it's the details beyond these principles that are really critical, and you need to watch the video to get the full sense of how these three critical talent management points make Google the great and admired company that it is today.