Google Has a Brilliant Process for Finding Top Talent — No knowledge or education necessary-- ZHS News

 Google Has a Brilliant Process for Finding Top Talent — No knowledge or education necessary For both companies and people, it is influencing the employment landscape.

According to a report by Universum, Google is one of the world's most desirable employers, attracting some of the most outstanding employees. However, prospects are being drawn in by more than simply the search engine giant's name and reputation. The company's role requirements—or lack thereof—are the problem.
Candidates are no longer required to submit polished resumes and cover letters that include Ivy League honours and years of relevant experience. In reality, Google is able to hire great individuals without any training or prior experience.

Elon Musk's "two-hands test" to uncover outstanding talent without a degree is comparable to Google's strategy, which goes one step further by doing away with the requirement for experience. Google is doing away with the conventional approach to employment with initiatives like the Google Project Management Certificate, a self-paced online professional certificate course offered for free through Coursera.

Google offers interested students the chance to apply for one of its projects management positions after they complete its certification programme. The organisation gauges aptitude by the calibre of a candidate's coursework rather than looking at their education or experience.

In exchange, Google is discovering not just the top project managers in the world, but also those whose skill sets are exactly what it needs to advance its teams.

By utilising three essential elements to identify outstanding talent, it democratises the employment landscape. The amazing team-building method employed by the trillion-dollar company can be adopted by almost any organisation.

Cast a Wider Net to Find Innovators

Google's free project management certificate program significantly contributes to the openness of its project manager positions. It casts a considerably wider net on the possible candidate pool by removing the typical limits like higher education and direct experience.
The truth is that many occupations may be performed without a college degree. Finding the greatest applicant for a given function inside your firm may suffer if you exclude people without a degree in that field, or without a degree at all.

In many instances, direct experience is comparable. There are times when a candidate's lack of prior knowledge in the field works to the employer's advantage. This is especially true for creative teams or businesses who like to do things differently than they have in the past. or when companies try to differentiate themselves from the competition by acting in a unique way. Zero experience produces a great deal of new insights. In fact, one company found that individuals with no experience beat those with 10 to 15 years of sales expertise, according to Fast Company.

Give the aptitude test top priority

Naturally, the objective is to locate the best applicant for a position rather than to attract a larger number of candidates. Therefore, if Google didn't have a mechanism to screen applicants and determine fit, it wouldn't help in its efforts to receive more applications to filter through. Its free online training programme is brilliant since it lets applicants use it as a portfolio.

This gives Google a tonne of information on each candidate from a collection of finished assignments. As a result, each applicant is able to submit a portfolio that highlights their creative output, intellectual processes, leadership characteristics, and communication abilities. More significantly, the training accurately simulates the job, demonstrating a candidate's suitability for the position.

Small-scale enterprises of practically any size can utilise screening questions to evaluate prospective employees and test projects to evaluate final applicants. Similar to Google's project management course, simple screening questions let you learn more about applicants while also giving you information about them that you can use to make apples-to-apples comparisons.

Spend money on employee education 

Both formal education and prior experience don't guarantee that someone is prepared to start working right away. No matter what kind of position you're filling, firms need to engage in staff training because every organisation is run differently. Which eliminates the need for candidates to meet certain degree and experience requirements if they have the correct aptitude.

Of course, the typical company isn't in a position to develop a free online certification programme like Google. There are, however, ways to streamline the hiring procedure such that aptitude is given priority over training or work history. A quick way to do this is to prioritise training new hires in the manner in which you want them to operate rather than hiring them and having them perform their duties as their previous company trained them to.

After all, you'll need to act in a unique way if you want to differentiate yourself from the competition in your industry. And for many people, that entails developing skill with a high level of aptitude and a novel viewpoint. You can quickly limit your team's capacity for innovation and your company's capacity to stand out in a crowded market by limiting your personnel pool to a seasoned staff with a formal degree and years of experience in the area.