Why do you need to take a look at Google’s hiring process? Well, if you are a recruiter or a hiring manager, you know how challenging the recruitment space is today. You have to deal with a competitive talent market, a fast-changing business environment, and a diverse pool of candidates with different expectations and preferences. You have to find the right people for the right roles, while also ensuring a positive candidate experience and a strong employer brand.
How do you cope with these challenges and come up with a stronger hiring strategy? One way is to learn from the best. And when it comes to hiring, few companies can match Google’s reputation and success.
Google is known for its rigorous and innovative hiring process, which has helped it attract and retain some of the brightest minds in the industry. Google’s hiring process is not only designed to assess candidates’ skills and fit, but also to foster a culture of learning, collaboration, and diversity.
In this article, we will explore what you can learn from Google’s hiring process, and how you can apply some of its principles and practices to your own recruitment efforts.
What You Can Learn from Google’s Hiring Process: Successful Hiring Stories
Before we dive into the details of Google’s hiring process, let’s take a look at some examples of how it has worked for some of its employees. Here are three successful hiring stories from Google:
Former Senior Vice President of People Operations at Google was hired in 2006 after going through 14 interviews over several months. He said that he was impressed by how Google was able to maintain a high bar for talent, while also being open-minded and flexible about candidates’ backgrounds and experiences. He also appreciated how Google gave him feedback throughout the process, and how he was able to learn from each interviewer. Bock went on to lead Google’s people function for over a decade, overseeing its growth from 6,000 to 75,000 employees.
CEO of Google and Alphabet joined the company in 2004 as a product manager after going through six interviews. He said that he was drawn to Google’s mission and vision, and how it was constantly innovating and solving problems for users. He also said that he felt a strong connection with the people he met during the interviews, and that he was inspired by their passion and intelligence. Pichai rose through the ranks at Google, leading various products such as Chrome, Android, and Google Apps, before becoming the CEO in 2015.
Vice President of Global Partnerships at Google, was recruited in 2006 as an industry director after going through four interviews. She revealed that she was impressed by how Google valued her transferable skills and experience from her previous roles in the media and automotive industries. She also shared that she enjoyed the questions she was asked during the interviews, which showed her natural curiosity and strategic thinking. Stewart has been instrumental in building Google’s partnerships with publishers, advertisers, and agencies around the world.
Google’s Hiring Process
How does Google’s hiring process work? Here is the breakdown for each step. 
Google doesn’t believe in hiring talent based on their skills. It is looking for ideal candidates who bring skills, enduring passions, as well as their distinct experiences and perspectives to the table. This is why Google encourages candidates to reflect on their own goals, interests, skills, and values, and see how they align with the company’s mission and culture. Google also advises candidates to research the different roles and teams at Google and learn what it is looking for in candidates. This helps candidates narrow down their options and prepare for the next steps.
You can take inspiration from Google’s hiring process and use this step to clarify your own expectations and criteria for the role you are hiring for. You can also communicate these clearly to the candidates and help them understand how they can fit into your organization and contribute to your vision.
2. Job Searching
The second step is for candidates to browse through the available jobs at Google and apply online for the ones that match their profile and preferences. Google offers various ways for candidates to connect with Googlers and learn more about the company, such as job alerts, events, and programs.
You can apply this step to attract and engage potential candidates for your role by using various channels and platforms to showcase your employer brand, your culture, and your values. You can also create a user-friendly and mobile-friendly application process, then provide clear and timely information to the candidates.
3. Your Resume
The following step is the time for candidates to submit their resumes along with their applications. Google advises candidates to highlight their achievements and impact, rather than just listing their responsibilities and tasks.  The company also suggests candidates to use clear and concise language, avoid jargon and acronyms, and tailor their resume to each role they apply for.
As a recruiter or a hiring manager, you can take this step to screen and evaluate candidates’ skills and fit for the role. You can look for evidence of candidates’ accomplishments and results, rather than just their qualifications and duties. Here’s a tip, you can also leverage tools like Applicant Tracking System (ATS) to help you manage and organize your resumes.
4. Apply Online
The fourth step is for candidates to complete an online application form that asks for some basic information about themselves, such as their education, work experience, contact details, etc. Candidates may also be asked to answer some screening questions or complete some assessments that are relevant to the role they applied for.
You can take this step as an inspiration and gather more data as well as insights about your candidates. You can use online forms and assessments to measure candidates’ aptitude, personality, motivation, or cultural fit. You can also use an AI-driven recommendations tool to help you identify the best candidates for your role.
Next, candidates will go through one or more interviews with Googlers who will evaluate their skills and fit for the role and the company. The interviews may be conducted over phone or video call, or in person at a Google office or another location. The interviews may vary in format and duration depending on the role they applied for, but they typically involve behavioral questions (e.g., tell me about a time when you …), situational questions (e.g., what would you do if …), or technical questions (e.g., how would you solve this problem …). The interviews are meant to be conversational and interactive, so candidates are encouraged to ask questions as well.
You, as a recruiter, can also use this approach to assess and verify candidates’ skills and fit for the role and the company. You can go with different types of questions to test candidates’ knowledge, problem-solving, creativity, communication, and collaboration skills. You can also involve different stakeholders in the interview process, such as peers, managers, or customers, to get a holistic and diverse perspective on each candidate.
6. Decision and Offer
The final step is for candidates to receive a decision from Google about their application status. If they are selected for the role, they will receive an offer letter that outlines the details of their compensation package, benefits, start date, etc. Candidates will also have an opportunity to negotiate some aspects of their offer, such as salary or relocation assistance. If they accept the offer, they will join Google as a new hire.
You can also take a similar approach to finalize and secure your hire. Use data-driven insights and feedback from the interviewers to make an informed decision about each candidate. You can also provide a competitive and transparent offer letter that reflects your value proposition and your expectations. After that, it is a good idea to maintain regular communication with your candidate until they start working with you and provide them with a smooth onboarding experience.
The recruitment scene today is filled with obstacles and challenges. By learning from a solid strategy from a big name like Google, you can tackle these challenges and fill your empty positions faster and more efficiently. And to even further ensure the success of your hire, it is essential to equip yourself with a tool like Applicant Tracking System (ATS).
Among many ATS systems you can find today, Manatal stands tall as one of the most reliable hiring solutions. Manatal helps you streamline your recruitment process, from sourcing candidates to managing applications to conducting interviews to making offers. This cloud-based recruitment tool also helps you enhance your candidate experience, by providing a user-friendly interface, a mobile-friendly platform, and an automated communication system.
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