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How does Tech companies like Google hire its employees?

Various companies need to have a team for great employees. But there is more handfuls of well-known brands that strive to hire the brightest minds available. Companies such as Google, Facebook and Tesla have built seamless hiring processes for the identifying top-tier talent among the mass of applicants they receive. If, recruit and hire for your company, they likely wonder what you can learn from these companies. They scoured the internet to find out how these companies approach hiring in order to bring on the best people available.

How does Facebook hire?

Jobs at Facebook are some of the most sought after in Silicon Valley. They have massive, beautiful campus in Menlo Park or provide employees the opportunity to work on a website a huge portion of the world visits for every day.

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From the candidate’s perspective, the hiring process at Facebook is typical yet thorough. It starts with phone interviews with recruiters or potential team members. After that, candidates visit the campus for the series of in-person interviews and a tour. The tour is to make candidates feel welcome and help them relax before they sit down to answer questions.

Nevertheless, Facebook is hiring process is built to efficiently find the best person for the job among the mass of applicants they consider. Engineers and developers are asked to complete both take home and whiteboard coding tests. The questions are designed to be simple enough to explain and should take no more than 30 minutes to solve. Interviewers are also asked to consider the candidate approaches the problems, in addition to the answers they give. Either tech or non-tech roles, Facebook values candidates with diverse experience. Since the company is constantly innovating, they look for the people who can step into new roles with different teams as needed.

The hiring team Facebook uses an internal solution to submit feedback on candidates. They are asked summarize how the interview went, give a yes/no on if the person should be hired and answer how confident they are in their decision on a four-point scale. After the feedback is submitted, each hiring team members can see how others answered. Finally hiring decisions are made by the committee of the hiring manager and directors who take the interviewers reviews into account and weigh other factors like the candidate’s desired compensation.

How does Tesla hire?

In currently, Tesla has joined Google and Facebook among the innovative companies that seek the brightest minds out there. And their hiring process is bit different than the other tech companies in Silicon Valley. They then take questions on their presentation before participating in one-on-one interviews related to the role. The company is also known for testing candidates’ resolve through challenging interviews. The candidates are asked to give a presentation to the hiring team on a project they worked on in a previous role.

Candidates are asked if they are really up for the challenge and told no one is going to hold their hand if they are hired. They make it clear that the company has plenty of candidates to consider and each one needs to make the case for why they are the best one for the job. That might sound harsh but Tesla employees say their voices and ideas really are heard so it makes sense that the company is diligent when hiring.

For technical roles, candidates are asked to complete tests or evaluation exercises. Unlike Facebook and Google, Tesla’s tests often focus on the physics or mechanical engineering instead of strictly computer coding. There are anecdotes on Quora for the people claiming to have gotten perfect scores and not receiving offers which supports the idea that the candidate’s thinking and approach matters as much as their answer.

The company’s founder Elon Musk has stated for the multiple media interviews that he strives to hire people who want to revolutionize the way we live. Various tech companies claim to make the world the better place through innovation but Tesla and its sister companies SpaceX and SolarCity really are trying to improve humanity and our planet. They do so by having a well-established hiring process and clearly defining what they value in the people they hire, regardless of the individual role.

How does Google hire?

Google was known for asking riddle-like brainteasers during interviewers. Nevertheless, they decided those questions were a poor predictor for the candidate’s ability to be a successful employee and now rely on evaluation tests and structured interview questions.

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Such as Google’s, Facebook hiring process is designed for efficiency because they get various applicants. The company receives approximate one million applications for annually but is only able to hire fewer than 1 % of those people. For engineering roles, candidates often don’t interview with specific teams. They instead submit of their application and evaluated by engineers from different departments who are randomly selected for participate in the hiring process. The goal is involve the variety of employees and maintain a high standard of hiring.

Google starts with standard phone screenings before moving onto rigorous in-person interviews. Candidates spend the entire day on the Google campus and one of the satellite offices. It’s common for interviewers to ask the series of behavioral and situational questions although they do have some leeway in the exact questions they chose.

Google also uses coding tests to evaluate candidates for technical roles. Unlike Facebook, candidates must complete the exercise during the interview instead of taking it home. And most the exercises are done on a whiteboard and paper so the candidate can show their work and give insight into their thinking. Since doing away with the brainteaser questions, Google has found that these tests are the best way to make quality hires for technical roles.

Other similarity Google has with Facebook is hiring team members use an internal system to rank candidates on a four-point scale. The hiring committee uses an aggregate for the rankings to come to a final decision, while also taking other factors into consideration.