The Rules Google Uses To Hire The Best People

Google is a highly desirable place to work, but how does the search giant make sure it attracts the best people? One factor is a well-defined set of rules about who to hire — and who to ignore.

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Former Google CEO Eric Schmidt and VP Jonathan Rosenberg outline the rules in a new book, How Google Works:

Do hire people who are smarter and more knowledgeable than you are. Don't hire people you can't learn from or be challenged by.

Do hire people who will add value to the product and our culture. Don't hire people who won't contribute well to both.

Do hire people who will get things done. Don't hire people who just think about problems.

Do hire people who are enthusiastic, self-motivated, and passionate. Don't hire people who just want a job.

Do hire people who inspire and work well with others. Don't hire people who prefer to work alone.

Do hire people who will grow with your team and with the company. Don't hire people with narrow skill sets or interests.

Do hire people who are well rounded, with unique interests and talents. Don't hire people who only live to work.

Do hire people who are ethical and who communicate openly. Don't hire people who are political and manipulative.

Do hire only when you've found a great candidate. Don't settle for anything less.

A lot of that boils down to don't hire jerks, but it's still good advice.

Here Are Google's 9 Hiring 'Dos' And 'Don'ts' [Business Insider]


Comments

    Don’t hire people who prefer to work alone.

    This is the hallmark of almost every developer/programmer I've ever known. I'm not sure how an IT company can expect high social skills from everyone who works for them. Some people need to be able to do it all their own way to really succeed with a project. Groupthink kills some things, you know.

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