One of the factors that they have made possible the great evolution of the Google company is their methods of selection at the time of contracting their workers. Methods that have obtained that one of the most important treasures of the company is their human capital. In order to identify and to select to these workers, Google follows a selection process. To locate talents in its beginnings. Companies as Microsoft goes to the Universities to the hunting of brains that to catch that not even they finish the race. Google on the contrary observes these talents identifying in origin to the best ones and allowing than it with masters and doctorates finish them to their studies completing.
It does not hope to that these working futures accede to the work market. Google also organizes mathematical contests and problems that it places in technology magazines. Payment by these aptitude tests animating to engineers to present/display its answers along with its curricula. Everything with the aim of engaging engineers whom as he affirms the assistant director of engineering of Google, Alan Eustace " they are worth 300 times more than promedio". This assistant director also adds that a group would prefer to lose everything of withdrawn engineers by an exceptional technologist. Many services of Google as Google news and Gmail were initiated by a single person. Google tries to continue maintaining these criteria of selection that allow to be exceptionally shining in the identification and incorporation him of talent Interviews and very hard and complex processes of selection. The methods used by Google are not nothing conventional.
The hiring processes last several weeks and can meet with the candidates until in 12 occasions. These candidates sign confidentiality agreements and any negative opinion that they have can mean not to continue. During these processes of selection technical questions are realised which usually are alternated with questions known like " brain teasers" as peculiar as how many golf balls fit in a scholastic bus? or how many times are crossed throughout the day the small hands of a clock? To contract the best ones so that they also contract the best ones. The group that selects to the candidates usually he is conformed by a high number of workers of the company who know the operation the same and will decide about the qualification degree to integrate themselves of the candidates. It facilitates the integration and predisposition of the workers falling to the maximum the bureaucracy when forming small groups of regulated and very effective work car. Google distributes to the time of its employees in a 80% for the development of projects of Google and a 20% for own projects. The company is able this way to motivate the workers, to increase the ideas innovating and to improve its products with the acquisition of the tools that produce the workers in this 20% of their time. These are some of the factors that determine the election of the workers of Google but more data exist very many than the company declines not to be with a big wave of canditados " preparados" for the tests of selection of the company. Faculty Enterprise original Author and source of the article
It does not hope to that these working futures accede to the work market. Google also organizes mathematical contests and problems that it places in technology magazines. Payment by these aptitude tests animating to engineers to present/display its answers along with its curricula. Everything with the aim of engaging engineers whom as he affirms the assistant director of engineering of Google, Alan Eustace " they are worth 300 times more than promedio". This assistant director also adds that a group would prefer to lose everything of withdrawn engineers by an exceptional technologist. Many services of Google as Google news and Gmail were initiated by a single person. Google tries to continue maintaining these criteria of selection that allow to be exceptionally shining in the identification and incorporation him of talent Interviews and very hard and complex processes of selection. The methods used by Google are not nothing conventional.
The hiring processes last several weeks and can meet with the candidates until in 12 occasions. These candidates sign confidentiality agreements and any negative opinion that they have can mean not to continue. During these processes of selection technical questions are realised which usually are alternated with questions known like " brain teasers" as peculiar as how many golf balls fit in a scholastic bus? or how many times are crossed throughout the day the small hands of a clock? To contract the best ones so that they also contract the best ones. The group that selects to the candidates usually he is conformed by a high number of workers of the company who know the operation the same and will decide about the qualification degree to integrate themselves of the candidates. It facilitates the integration and predisposition of the workers falling to the maximum the bureaucracy when forming small groups of regulated and very effective work car. Google distributes to the time of its employees in a 80% for the development of projects of Google and a 20% for own projects. The company is able this way to motivate the workers, to increase the ideas innovating and to improve its products with the acquisition of the tools that produce the workers in this 20% of their time. These are some of the factors that determine the election of the workers of Google but more data exist very many than the company declines not to be with a big wave of canditados " preparados" for the tests of selection of the company. Faculty Enterprise original Author and source of the article
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Posted by: Gautam | 11/18/2012 at 11:29 PM