Well, Should I Hire Like Google or Shouldn’t I?

By Adam Robinson,
March 21, 2014

Everyone wants to work at Google. Sure, that may be a tad hyperbolic, but between their culture, pay, and dedication to continued education, it’s easy to understand why they’re such a highly desirable company. Over the past five or so years, other companies have caught on to this and have implemented similar hiring and engagement strategies to Google. But the question is, is copying Google’s strategies really that effective?

Over the past few weeks there have been a few articles published claiming, “Yes! You should hire like Google!” However, there are just as many articles saying, “No! Don’t hire like Google.” So what is – should I or shouldn’t I? 

While there is no correct answer, Shanil Kaderali said it best, “Companies should hire like Google but adapt to their [own] needs.” 

This means that there is no harm in replicating hiring tactics that have worked well for other companies. However, you must go into it understanding that it may not work the same way for your company. A little trial and error never hurt anyone, as long as those errors are immediately recognized. 

Trying out new hiring approaches, such as behavioral interviewing and reference checking, as well as utilizing interview guides and scorecards can make a huge difference. How big of a difference? Find out here.

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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