What we seek to assess is mainly the ability to solve proble
Dec 25, 2023 4:11:55 GMT
Post by account_disabled on Dec 25, 2023 4:11:55 GMT
Googleness”, cultural adjustment. To avoid recruiting clones, interviews are conducted by an employee from a different function. 4 skills are assessed: Knowledge skills: understanding of Google's business. Leadership capacities: ability to take the lead and be followed. Problem solving skills: probably the most important. Googleness (cultural fit): relax. Understand, for example, that the job title is not important. At this stage, we have completed 50% of the process. Then, recruiters must convince the “Google Hiring Committee”. The process takes 40 days. The most effective is probably to be recommended by your personal network: 50% of recruitments in the end.
Internal incentives are quite strong. Despite the 3 million spontaneous applications (all are looked at), those Email Data who apply are not necessarily the right people for Google. As at Accenture, LinkedIn is essential. The advice: “present yourself as yourself. Be authentic”. L'Oreal This was not said in this conference, but in a LinkedIn conference that I attended a few months ago: L'Oréal wants to be in the preferred companies, at the top in the rankings of companies where we want to go to work . The reference tool: LinkedIn. A profile must have a photo. This helps the recruiter to remember candidates more easily. You must be clear and precise in your content and your skills. You need detail on a profile.
Also don’t hesitate to push content. The L'Oréal representative is clear: "LinkedIn is a must-have". L'Oréal has no problem finding women in marketing. No particular effort therefore to attract these profiles. On the other hand, to attract male scientists, it is less obvious. An identical comment was made to me at LVMH a few months ago: little difficulty in attracting business school students, but more complicated for engineering school graduates. He recommends activating your network to find out via your network about the group's strategy and culture. Same advice as the other speakers: “Be Genuine”. Cultural fit is essential. More specific at L'Oréal: what did you do differently?f
Internal incentives are quite strong. Despite the 3 million spontaneous applications (all are looked at), those Email Data who apply are not necessarily the right people for Google. As at Accenture, LinkedIn is essential. The advice: “present yourself as yourself. Be authentic”. L'Oreal This was not said in this conference, but in a LinkedIn conference that I attended a few months ago: L'Oréal wants to be in the preferred companies, at the top in the rankings of companies where we want to go to work . The reference tool: LinkedIn. A profile must have a photo. This helps the recruiter to remember candidates more easily. You must be clear and precise in your content and your skills. You need detail on a profile.
Also don’t hesitate to push content. The L'Oréal representative is clear: "LinkedIn is a must-have". L'Oréal has no problem finding women in marketing. No particular effort therefore to attract these profiles. On the other hand, to attract male scientists, it is less obvious. An identical comment was made to me at LVMH a few months ago: little difficulty in attracting business school students, but more complicated for engineering school graduates. He recommends activating your network to find out via your network about the group's strategy and culture. Same advice as the other speakers: “Be Genuine”. Cultural fit is essential. More specific at L'Oréal: what did you do differently?f