Tip Tuesday! The Google way of finding and hiring the right people

by Tim Gould

Think an applicant’s first impression is the key to your hiring decision? Google’s HR nabob disagrees.  

In an excerpt from his book, Work Rules!, on Wired.com, Lazlo Bock cites a University of Toledo study which revealed that impressions of an applicant within the first 10 seconds of an interview often predict its outcome.

The problem: Snap judgments don’t lead to balanced assessments.

Why? Interviewers often spend the rest of the interview looking for indicators that confirm their initial judgments about the applicant instead of really assessing the candidate’s abilities, the study found.

So, essentially, interviewers have their minds made up about a candidate before an interview has barely begun, thanks to a series of pre-formed biases.

That confirmation process often results in lame questions. “Tell me about yourself.” “What is your greatest weakness?” “What is your greatest strength?” Worthless, Bock writes.

New faces

In addition to changing the interview process, Bock suggests bringing some different players into the game:

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