Google is decelerating its hiring for the remainder of 2022, according to an internal memo by CEO Sundar Pichai obtained by The Verge. Pichai says in the memo that while it will still hire for engineering, technical and critical roles, it is "pausing development and re-deploying resources to higher priority areas."
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Hiring processes have become too lengthy and intensive, not always resulting in the best choices, write Atta Tarki, founder of ECA Partners; Tyler Cowen, author of "Talent: How to Identify Energizers, Creatives"; and Alexandra Ham, founder and CEO of TalentCompass. They recommend using fewer interviewers, identifying one decision-maker and creating a culture that recognizes those who find the best employees.
Advance your HR career Become the strategic professional your organization needs to shape the workplace environment by earning your SHRM-CP or SHRM-SCP certification. You have over six months to prepare and can save with an early bird discount. Apply Today.
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Organizational change often has to happen fast these days, so use these strategies to implement change successfully, writes Brenan German, president at Bright Talent. Identify your objectives, organize a team to carry out the change, make the change understood and use training to continue enforcing the change, German says.
Ontario homeowner Michele Vindum wanted to hire a roofing crew consisting of all women, so she turned to Samanntha De Coteau, aka "RooferGirl," who recruited female roofing workers from around Canada. The team, called the "Summit Sisters," replaced Vindum's roof in record time and said they hope to increase support for women working in the trades.
Uncertainty always has been a factor in our lives, but most of us are not taught how to deal with it, writes Nathan Furr, associate professor of strategy at INSEAD. In their book "The Upside of Uncertainty," Furr and co-author Susannah Harmon Furr offer more than 30 tools for facing the unknown, drawn from interviews with people who have faced times of uncertainty.
It was a two-hour tryout. Three board members -- all referees -- rotated around the drill areas, scrutinizing players and making comments on their evaluation forms. The two head coaches stood off the field, watching the drills and making up rosters in their heads. I knew the post-tryout meeting would be an interesting one.
I was right. We all reviewed the evaluation forms and discussed the player selections. The evaluators held the heaviest votes. Coaches could weigh in, but the evaluators would make the final selections and team assignments. The idea was to ensure that both teams were evenly balanced in terms of players’ skill and experience.
The rosters didn’t go over well with the coaches. They had questions about the evaluations and pushback on some players. It went back and forth for more than an hour, with discussion getting tense at a few points. Finally, as the clock was striking 9 p.m., the league commissioner -- who had served as an evaluator -- called the meeting to a close. “These are the rosters,” he said with finality. “Let’s get through this season and we can revisit the process next season.”
I spoke with the coaches later. They were both deflated by the process and the outcome. “There were too many cooks in that kitchen,” one said. The other coach agreed. “And we let the wrong people make the decisions,” he added, frustrated.
Having too many people involved in the recruiting process can muddy and slow the decision-making process, as we see in today’s Recruiting & Retention story. I’m in the process of hiring a new editor and I’ve decided to keep the hiring committee small. The more people I involve, the harder it is to schedule interviews and the more opinions I have to wade through. So I'm choosing certain colleagues to lend their experience in the interviews and working with them to make final decisions. I expect this to help speed up the process without compromising quality of selection.
How do you keep the recruiting process running smoothly? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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