What talent acquisition programmes prove most successful?
Randy Knaflic: Recruiting means sharing and offering your company’s culture – which is often abstract and difficult to quantify in terms of set projects or initiatives. So, rather than focus on specific acquisition programmes, we like to think more about the cultural philosophies which drive our actions. Everything we do at Google is centred on two key areas: transparency and trust. Each member of our team has OKRs (Objectives and Key Results) which are clearly listed and visible to everyone else at Google. In exchange, all employees have access to detailed company performance data. We base all decisions on a consensus – for instance, we use steering committees to direct hiring and promotion. We trust in the ‘wisdom of crowds’ and we also trust in individuals. We do not clock the time they arrive at and leave work – we believe they know what they need to do to be successful, and we offer benefits and remove obstacles that could prevent them from doing their job well.
