All routine! Secrets of Apple, Google plays those tricks-Google in recruitment, Facebook,Twitter-IT information

Facebook, and Google, Twitter the company is how to choose from the vast sea of talent? Writer is Google employees once Sarah Cooper, she unveiled the top US technology companies hire those playing tricks ... ...

Google, Facebook, Apple, and Amazon every year, the top technology companies receive hundreds of millions of resumes, and how they filter out the best talent in the information from? This method is what?

No, that's not on your Google Google in a Google interview questions. In fact, there is a carefully designed recruitment process, if you want them in the find the best talent in the world, may also wish to try these little-known secrets policy.

1. telephone interviews earlier than about 15 minutes, or 15 minutes in the evening, or deliberately miss this appointment.

Why do it? This is in order to find those anywhere who can adjust their status.

If you made an appointment time, anyone can be prepared for you want to ask questions. But when they sleep, they have to call them? Or call in when they go to the bathroom? How would they be achieved? This is the way the industry's top technology companies looking for talent, they have to identify those variables anywhere, anytime, can instantly adjust the State of presence, cope with the challenges of staff.

2. interview process becomes blurred and unpredictable

Why do this? Who doesn't need a little guidance, by virtue of their own observation and judgment will be able to complete the work of employees.

Either the interviewer or the interviewers, in fact during the interview is not clear what will happen next. Just when everyone is in a confused environment, those really good staff will come to the fore.

3. deliberately create difficulties in the candidate speeches, obstruct under it.

Why do it? Is to look at how the candidate is not a perfect environment to meet the challenges?

For example, you set up the candidate's speech in the room environment, but suddenly the projector does not work, if the applicants don't care about this, to smooth speech, or find other coping strategies, successful completion of speech, this is a very good man. Those with plan b, c, programme staff deserve applause and affirmation, they are very popular in the tech world.

4. during the interview process, deliberately made a lot of wrong

Why do this? Easily enraged employees is to be eliminated.

For example, on a candidate for a job at Twitter, you ask: "how long have you worked at Yahoo before? "Please note that at this time the candidate corrects you when an error tone is at once very angry response from him? Or half jokingly half seriously? This is one of the technology companies find easy to get along with colleagues skill.

5. Requests the applicant to a clear solution to your own question

Why do this? Does require certain specialized personnel to resolve these issues, can reflect their values, and free use of the talent was a technology company "taking advantage".

6. in different room frequently interview

Why did I do this? To find people who have been able to keep the excitement of the candidate, even if the environment changes to give them more or less bring some discomfort.

Never let your candidates during the interview process all day in his mind. To see him in the environment changes is how to respond.

7. ask a question repeated several times

Why do it? To test out the real consistency.

8. double interview, two interviewers differ.

Why did I do this? In order to identify those employees able to multi-task under pressure.

For candidates to sit in the middle of the room, on either side of the table sat one interviewer. He can also turn their attention to be put on evenly two interviewers, and each time the answer is logical. Whether she will be struggling to cope between XX, end is some mess? Even until the last regret why do you want to participate in such an interview?

9. ask a question, and then deliberately loud typing sound

Why did I do this? Identify those distracting things around, but still attentive staff.

Candidate to throw a question, and then as soon as he began to open his mouth to answer and start typing, typing. And then say sorry to him: "I am listening to now take notes, it's OK you continue to talk about it. "You can really record in a notebook, or in old father not been contacted for a long time to write a letter, it does not matter. You mainly see whether candidates can continue to keep the focus on the issues, or your mind was completely disrupted.

10. three months later, to call candidates, giving him a he never applied for the job

Why did I do this? -To identify the employee who has the determination.

This approach allows the company to quickly identify candidates to the position have a strong ambition and which candidate than throw the resume take a chance. He will take you to another position? Or will he deny it?

全是套路！揭秘苹果、谷歌在招聘时耍的那些小花招 - 谷歌,Facebook,Twitter - IT资讯

Facebook、Google、Twitter这些公司都是怎么从茫茫人海中选取人才的？本文作者是Google曾经的员工Sarah Cooper，她为我们揭晓了这些顶级科技公司在招聘时耍的那些小花招……

Google、Facebook、Apple、Amazon、这些顶级科技公司每年都会收到亿万封简历，而它们是如何在海量信息中筛选出来优秀人才的呢？这个方法是什么呢？

不，那不是你在Google上Google的那些在Google面试时出的考题。实际上，这里存在一个精心设计好的招聘流程，如果你也想像它们一样在这个世界上找到最优秀的人才，不妨也去尝试一下这些不为人知的秘密策略。

1.电话面试，比约好的时间提前上15分钟，又或者晚上15分钟，再不然就故意把这个约定时间给错过去。

为什么要这样做？这是为了找出那些随时随地都能调整好自己状态的人。

如果大家约好了时间，任何人都可以针对你想问的问题做足准备。但是如果当他们在睡觉的时候给他们打电话？又或者在他们上厕所的时候打电话？他们会是怎样的表现呢？这就是业界顶尖科技公司寻找人才的方式，他们要找出那些随时随地发生变数，都能立刻在当下调整状态，应付挑战的员工。

2.让面试的流程变得模糊不清，无法预测

为什么这么做？找出那些压根不需要指引，凭借自己的观察和判断就能完成工作的员工。

不管是面试官，还是面试人员，其实在面试过程中都不清楚接下来会发生什么。就在大家都是处于一头雾水的环境中，那些真正优秀的员工才会脱颖而出。

3.刻意在应聘者演讲中制造一些难题，下一些绊子。

为什么要这样做？就是看看应聘者在不是完美环境下如何应付挑战？

比如，你在房间里布置好应聘者的演讲环境，但是忽然幻灯机却不工作，如果应聘者根本不在乎这一点，能够把演讲顺利进行下去，又或者找到其他应对之策，成功完成演讲，这就是非常棒的人才。那些拥有B方案、C方案的员工最值得得到喝彩和肯定，他们在科技界会很吃香。

4.在面试过程中，故意提出一大堆的错误说法

为什么这么做？是要将那些轻易就被激怒的员工给淘汰掉。

就比如说某位应聘者的上一份工作是在Twitter，你就这么问：“你之前在Yahoo工作了多长时间？” 这个时候请注意应聘者纠正你错误时的语气，他是立刻很愤怒的回应？还是半开玩笑半认真地说？这是科技公司找到好相处的同事的一个技巧。

5.请求应聘者来解决属于你自己的一个比较明确的问题

为什么这么做？这些问题确实需要某些专门的人才才能解决，既能体现他们的价值，又能免费的使用了一下人才，也算是科技公司“占小便宜”。

6.在不同的会议室里频繁地展开面试

为什么这样做？去找到那些一直能够保持兴奋的应聘者，即使环境的变化给他们或多或少带来一些不适。

永远别让你的应聘者在面试过程中一切都顺遂他的心意。要看他在环境变化后是如何应对的。

7.把一个问题重复问上好多遍

为什么要这样做？为了检验答案的真实一致性。

8.进行双人面试，两个面试官各执一词。

为什么这样做？为了找出那些能够在压力下多任务处理的员工。

让应聘者坐在会议室的中间，桌子的左右两边各坐着一名面试官。他能否同时将注意力平均投放给两名面试官，而且每次回答都是逻辑清楚。她是否会在左右开弓之间疲于招架，最后显得有一些狼狈？甚至到最后后悔自己为什么要来参加这样的一场面试？

9.提出一个问题，然后故意把打字声音搞的很响

为什么这样做？找出那些虽然身边有分神的事物，但是自己依然能够全神贯注的员工。

给应聘者抛出一个问题，然后一旦他开始开口回答，立刻开始打字，用力地敲击键盘。然后向他说一下对不起：“我正在听呢，现在就在做笔记，没关系你继续说下去吧。” 你可以在真的在笔记本上记录，又或者是在给久未联系的老父亲写一封家书，这无关紧要。你主要是看应聘者是否能够继续保持注意力在问题上面，又或者自己的思路完全被打乱。

10.三个月后，给应聘者打电话，给他一个他从来没有申请过的职位

为什么这样做？去找出那些最具有决心的员工。

这个方式能够让公司快速辨别哪些应聘者对职位有着强烈的企图心，而哪些应聘者只是扔扔简历碰碰运气。他是否会接过你给的另外一个职位？又或者他会拒绝掉？