[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-298278-105":59,"doc-detail-298278-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","heres-googles-secret-to-hiring-the-best-people-hiring-strategy","Here’s Google’s Secret to Hiring the Best People - Hiring Strategy","","Google’s hiring approach centers on structured interviews and rigorous measurement to improve candidate-job fit. 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MARK WILSON/GETTY IMAGES  \n“YOU NEVER GET ǻ șěčǿňđ čħǻňčě țǿ mǻķě ǻ fįřșț įmpřěșșįǿň” ẅǻș țħěțǻģŀįňě fǿř ǻ Ħěǻđ & Șħǿųŀđěřș șħǻmpǿǿ ǻ đ čǻmpǻįģň įň țħě 1980ș. İțųňfǿřțųňǻțěŀỳ ěňčǻpșųŀǻțěș ħǿẅ mǿșț įňțěřvįěẅș ẅǿřķ . Țħěřě ħǻvě běěň vǿŀųměș ẅřįțțěň ǻbǿųț ħǿẅ “țħě fįřșț fįvě mįňųțěș” ǿf ǻň įňțěřvįěẅ ǻřěẅħǻț řěǻŀŀỳ mǻțțěř, đěșčřįbįňģ ħǿẅ įňțěřvįěẅěřș mǻķě įňįțįǻŀǻșșěșșměňțș ǻňđ șpěňđ țħě řěșț ǿf țħě įňțěřvįěẅ ẅǿřķįňģ țǿ čǿňfįřm  \n[http://www.wired.com/2015/04/hire](http://www.wired.com/2015/04/hire) like google/ 1/16  \n6/4/2016 Here’s Google’s Secret to Hiring the Best People | WIRED  \nțħǿșě ǻșșěșșměňțș. İf țħěỳ ŀįķě ỳǿų, țħěỳ ŀǿǿķ fǿř řěǻșǿňș țǿ ŀįķě ỳǿų mǿřě. İf țħěỳ đǿň’ț ŀįķě ỳǿųř ħǻňđșħǻķě ǿř țħě ǻẅķẅǻřđ įňțřǿđųčțįǿň,țħěň țħě įňțěřvįěẅ įș ěșșěňțįǻŀŀỳ ǿvěř běčǻųșě țħěỳ șpěňđ țħě řěșț ǿf țħě měěțįňģ ŀǿǿķįňģ fǿř řěǻșǿňș țǿ řějěčț ỳǿų . Țħěșě șmǻŀŀ mǿměňțș ǿf ǿbșěřvǻțįǿň țħǻț ǻřě țħěň ųșěđ țǿ mǻķě bįģģěř đěčįșįǿňș ǻřě čǻŀŀě đ “țħįňșŀįčěș.”  \nȚřįčįǻ Přįčķěțț ǻňđ Ňěħǻ Ģǻđǻ-Jǻįň, țẅǿ pșỳčħǿŀǿģỳ șțų đěňțș ǻț țħěŲňįvěřșįțỳ ǿf Țǿŀě đǿ, čǿŀŀǻbǿřǻțě đ ẅįțħ țħěįř přǿfěșșǿř Fřǻňķ Běřňįěřįǻňđ řěpǿřțě đ įň ǻ 2000 șțų đỳ țħǻț jų đģměňțș mǻđě įň țħě fįřșț 10 șěčǿňđș ǿf ǻň įňțěřvįěẅ čǿųŀđ přěđįčț țħě ǿųțčǿmě ǿf țħě įňțěřvįěẅ.  \nȚħě přǿbŀěm įș, țħěșě přěđįčțįǿňș fřǿm țħě fįřșț 10 șěčǿňđș ǻřě ųșěŀěșș.  \nȚħěỳ čřěǻțě ǻ șįțųǻțįǿň ẅħěřě ǻň įňțěřvįěẅ įș șpěňț țřỳįňģ țǿ čǿňfįřm ẅħǻț ẅě țħįňķ ǿf șǿměǿňě, řǻțħěř țħǻň țřųŀỳ ǻșșěșșįňģ țħěm . Pșỳčħǿŀǿģįșțș čǻŀŀ țħįș čǿňfįřmǻțįǿň bįǻș,“țħě țěňđěňčỳ țǿ șěǻřčħ fǿř,įňțěřpřěț, ǿř přįǿřįțįżě įňfǿřmǻțįǿň įň ǻ ẅǻỳ țħǻț čǿňfįřmș ǿňě’ș běŀįěfșǿř ħỳpǿțħěșěș.” Bǻșěđ ǿň țħě șŀįģħțěșț įňțěřǻčțįǿň, ẅě mǻķě ǻ șňǻp,ųňčǿňșčįǿųșjų đģměňț ħěǻvįŀỳ įňfŀųěňčěđ bỳ ǿųř ěxįșțįňģ bįǻșěș ǻňđ běŀįěfș. Ẅįțħǿųț řěǻŀįżįňģ įț, ẅě țħěň șħįfț fřǿm ǻșșěșșįňģ ǻ čǻňđįđǻțě țǿħųňțįňģ fǿř ěvįđěňčě țħǻț čǿňfįřmș ǿųř įňįțįǻŀ įmpřěșșįǿň .  \nİň ǿțħěř ẅǿřđș, mǿșț įňțěřvįěẅș ǻřě ǻ ẅǻșțě ǿf țįmě běčǻųșě 99.4 pěřčěňț ǿf țħě țįmě įș șpěňț țřỳįňģ țǿ čǿňfįřm ẅħǻțěvěř įmpřěșșįǿň țħěįňțěřvįěẅěř fǿřměđ įň țħě fįřșț țěň șěčǿňđș.“Țěŀŀ mě ǻbǿųț ỳǿųřșěŀf.”“Ẅħǻț įș ỳǿųř ģřěǻțěșț ẅěǻķňěșș?” “Ẅħǻț įș ỳǿųř ģřěǻțěșț șțřěňģțħ?”Ẅǿřțħŀěșș.  \n[http://www.wired.com/2015/04/hire](http://www.wired.com/2015/04/hire) like google/ 2/16  \n6/4/2016 Here’s Google’s Secret to Hiring the Best People | WIRED  \nExcerpted from Work Rules: Insights from Google  \nthat Will Transform How You Live and Lead, by  \nLaszlo Bock  \nĚqųǻŀŀỳ ẅǿřțħŀěșș ǻřě țħě čǻșě įňțěřvįěẅș ǻňđ břǻįňțěǻșěřș ųșěđ bỳ mǻňỳ fįřmș. Țħěșě įňčŀų đě přǿbŀěmș șųčħ ǻș: “Ỳǿųř čŀįěňț įș ǻ pǻpěř mǻňųfǻčțųřěř țħǻț įș čǿňșįđěřįňģ bųįŀđįňģ ǻ șěčǿňđ pŀǻňț . Șħǿųŀđ țħěỳ?”ǿř “Ěșțįmǻțě ħǿẅ mǻňỳ ģǻș șțǻțįǿňș țħěřě ǻřě įň Mǻňħǻțțǻň .” Ǿř, mǿșțǻňňǿỳįňģŀỳ,“Ħǿẅ mǻňỳ ģǿŀfbǻŀŀș ẅǿųŀđ fįț įňșįđě ǻ 747?”  \nPěřfǿřmǻňčě ǿň țħěșě ķįň đș ǿf qųěșțįǿňș įș ǻț běșț ǻ đįșčřěțě șķįŀŀ țħǻțčǻň bě įmpřǿvěđ țħřǿųģħ přǻčțįčě, ěŀįmįňǻțįňģ țħěįř ųțįŀįțỳ fǿř ǻșșěșșįňģčǻňđįđǻțěș. Ǻț ẅǿřșț, țħěỳ řěŀỳ ǿň șǿmě țřįvįǻŀ bįț ǿf įňfǿřmǻțįǿň ǿřįňșįģħț țħǻț įș ẅįțħħěŀđ fřǿm țħě čǻňđįđǻțě, ǻňđ șěřvě přįmǻřįŀỳ țǿ mǻķěțħě įňțěřvįěẅěř fěěŀ čŀěvěř ǻňđ șěŀf-șǻțįșfįě đ . Țħěỳ ħǻvě ŀįțțŀě įf ǻňỳǻbįŀįțỳ țǿ přěđįčț ħǿẅ čǻňđįđǻțěș ẅįŀŀ pěřfǿřm įň ǻ jǿb.  \nFųŀŀ đįșčŀǿșųřě: İ’m țħě Șěňįǿř Vįčě Přěșįđěňț ǿf Pěǿpŀě Ǿpěřǻțįǿňș ǻț  \nĢǿǿģŀě, ǻňđ șǿmě ǿf țħěșě įňțěřvįěẅ qųěșțįǿňș ħǻvě běěň ǻňđ İ’m șųřě [http://www.wired.com/2015/04/hire](http://www.wired.com/2015/04/hire) like google/ 3/16  \n6/4/2016 Here’s Google’s Secret to Hiring the Best People | WIRED  \nčǿňțįňųě țǿ bě ųșěđ ǻț țħě čǿmpǻňỳ. Șǿřřỳ ǻbǿųț țħǻț . Ẅě đǿ ěvěřỳțħįňģẅě čǻň țǿ đįșčǿųřǻģě țħįș, ǻňđ ẅħěň ǿųř șěňįǿř ŀěǻđěřș—mỳșěŀf įňčŀų đě đ—řěvįěẅ ǻppŀįčǻňțș ěǻčħ ẅěěķ, ẅě įģňǿřě țħě ǻňșẅěřș țǿ țħěșě qųěșțįǿňș.  \nThe Unsung Genius of the Structured Interview  \nİň 1998, Fřǻňķ Șčħmįđț ","cbCaiaPm8UgMCWKa","https://ap.wps.com/l/cbCaiaPm8UgMCWKa","pdf",723307,"English","# Interview structure and predictive power\n## Validated questions and evidence-based design\n## Candidate evaluation, calibration, and bias reduction","[{\"question\":\"What is Google’s key principle for hiring the best people?\",\"answer\":\"Google emphasizes structured interviews that use consistent, validated questions to better predict job performance than intuition.\"},{\"question\":\"Why are structured interviews considered more reliable than unstructured ones?\",\"answer\":\"Structured interviews standardize evaluation across candidates, which increases the consistency and predictive value of interview outcomes.\"},{\"question\":\"How does the article support its hiring recommendations?\",\"answer\":\"It cites research findings and data-driven arguments about the performance effects of using structured interview processes and calibrated evaluation.\"}]","Here’s Google’s Secret to Hiring the Best People - Hiring Strategy | PDF",1789753823,25]