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Only in the details does the originality of this process become apparent adidas superstar supercolor gialle , however. The first difference is in its organization. At other companies, recruiters generally use only a small number of tools: specialized employment agencies, print ads, and job fairs, contacts with schools and professors, and headhunters whose main expertise is in building networks of contacts. Google uses those tools, too, but it also relies on its academic culture and its experience in the field of research (both in terms of database searching and research within a university environment). Its Summer of Code adidas superstar slip on bianche , a program that offers student developers stipends to write code for various open source projects online payment for school in Ghaziabad, allows human resources to identify candidates capable of resolving complex problems. Google also sponsors contests that attract the most brilliant minds in the field. And Google uses its own search tools to identify people who are interested in its job openings. Another hallmark of Google's recruitment strategy is recruiter specialization.

聽The recruitment process is managed and organized along particular roles. Some recruiters specialize only in first jobs, others in technical people or managers, and still others speak only to candidates for overseas employment. Even at the largest companies, finding such specialization in the field of human resources would be rare. The result is that each recruiter sees only a very narrow sector of candidates, so he or she can evaluate them closely to select those who will be asked to take the psychometric tests and then, if they pass the tests, be called in for interviews. The most original part of recruitment at Google is the actual selection process. During this process adidas superstar foundation nere , Google brings in future coworkers for multiple, lengthy interviews鈥攁s many as eight interviews per potential new hire. (This information comes from candidates who weren't hired, because those who get jobs are bound by a lengthy confidentiality agreement.)By all accounts, the process is similar to university seminars where a candidate is examined by peer experts who ask him or her technical questions.

They don't ask about his or her personality or ability to get along in a group; they want to know about the candidate's capabilities. The questions are technical, challenging, and very close to the topic at hand. The interview is a strict evaluation of the candidate's technical competence and his or her ability to comprehend, address, and resolve the company's technological challenges. And when the peers asking the questions don't have the know-how to evaluate the answers (as must happen often) adidas superstar scontate , they can at least pose questions that will help form a clearer opinion. Greg Linden, one of the creators of Amazon, explains it this way: exploring someone's knowledge doesn't necessarily require knowledge of it yourself. You can just keep asking questions, diving deeper and deeper. If they really understand the problem, they should be able to explain it to others, to teach people about the problem. Eventually, you should get to a point where they say "I don't know" to a question. That's a great sign. Knowing what you know isn't as important as knowing what you don't know.

It is a sign of real understanding when someone can openly discuss where their knowledge ends. During these discussions, the questions tackled are real ones that arise within the company. One famous example is a question from Amin Saberi's interview; Saberi was a student in the final year of the IT doctorate program at the Georgia Institute of Technology. In one interview adidas superstar con fiori , Monika Henzinger, then Director of Research, asked if he had any ideas about online payment for school in Noida how to improve the ad rankings on Google's pages. The question was minor, but back at the university, the young researcher mentioned it to his thesis advisor, who recommended exploring it. After some study, they decided that it would work better to include the daily budget of the advertiser within the ranking algorithm. Saberi and his colleagues wrote the algorithm and filed a patent.

This sort of question is a long way from traditional evaluation methods used in small firms, which often base their methods on intuition and empathy. But Google's process is just as far from the formal evaluations used by large companies adidas neo lite racer uomo , which attempt to evaluate a prospective employee's personality as well as his or her ability to fit into the professional environment. At Google, a candidate must convince his or her future peers that he or she can solve the problems encountered in the everyday work environment. That is all that counts. If, on the surface, Google's recruitment procedures resemble those of other major companies, it becomes obvious, when looking at the details, that their methods are actually the opposite of traditional ones:

Article source: http:www.articlerBusiness510363-In-brief-abou...school-in-Noida

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