Chapters 3 and 4 of Work Rules! by Laszlo Bock discuss the methods Google employs not only in their hiring practices, but in their recruiting practices. Bock focuses on the idea that companies must spend more money upfront on recruiting and spend less in training. The idea is that the company will obtain better employees by hiring the best from the start, rather than hiring the average and attempting to make them into “stars.”
Read below for summaries of Bock’s Work Rules for Hiring and Work Rules for Finding Exceptional Candidates, along with questions to facilitate discussion about the topic of hiring and recruiting.
Below this post, you’ll find input from Marie Pelcin, Senior Administrative Assistant of HRD, discussing her thoughts on whether it is better for a business to invest more money in recruiting or training.
Laszlo Bock’s Work Rules for Hiring & Finding Exceptional Talent
1. Given limited resources, invest your HR dollars first in recruiting (Bock 68).
- Discussion Question: Do you think it is more important for a business to invest money on recruiting and hiring the best employees or is the money better spent on training and development?
2. Hire only the best by taking your time, hiring only people who are better than you in some meaningful way, and not letting managers make hiring ecisions for their own teams (Bock 68).
- Discussion Question: What if a company needs a position filled more quickly? How can a company still hire the best, but take less time to do so?
3. Get the best referrals by being excruciatingly specific in describing what you're looking for (Bock 86).
- Discussion Question: What could be a pro and a con of an employer being extremely specific in what they are looking for in an employee?
4. Make recruiting a part of everyone's job (Bock 86).
- Discussion Question: How might a company encourage its employees to refer qualified applicants and make recruiting an expectation for everyone's job?
5. Don't be afraid to try crazy things to get the attention of the best people (Bock 86).
- Discussion Question: Do you think unorthodox recruiting methods, like the Google Billboard, might have a reverse effect and limit the number of applicants who actually apply?