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Why do People Want to Work at Google?

As an industry, we have a growing issue connecting with talent.

Put simply, top candidates aren't responding to traditional recruiting tactics, the best have (pretty much) stopped applying.

Technology titan Google doesn't seem to have this issue. The company gets over 3 million high quality applicants each year! Only 7000 are hired which gives candidates a 0.2% chance of getting hired...

Getting a job at Google is reportedly 10x harder than getting a place at institutions like Harvard or Yale - why do the world's best and brightest apply in droves every year?

There must be something in the water...

Or:

Google has a distinct set of attributes that attracts top candidates year in, year out. These are all qualities that you can learn from - adding a few into your melting pot of company culture could have a dramatic effect on your company's hiring success.

Below are the 7 reasons why people want to work at Google (see what you can re-use or recycle!)

If you want to take the first steps towards building a brand like Google and becoming a talent magnet, we've put together a quick checklist to get you going:

Help me become a talent magnet


1. Money

Candidates that tell you they don't care about money are (probably) lying!

This has a biological basis: researchsuggests that money can have a similar effect on the human brain as many drugs, it clouds judgement and plays a significant role in our decision making process.

It should come as no surprise that Google pays pretty well. The company has some of the highest salaries around.

This compensation could be pretty significant too...

A Google engineer recently turned down a $500,000 salary at a startup, not because it wasn’t a great opportunity, but because the ‘programmer’ was being paid a yearly wage of $3mn at Google. Pretty hard for a startup to compete there!

How can you learn from this?

If you think a candidate is worth it, don't shy away from offering them significant compensation to get them through the door.

Don't despair if you're not in a position to offer the big bucks, there are a number of other factors that can help you attract top talent!


2. Mission statement

do cool things that matter

In an age of bland corporate messaging, it's important not to underestimate the importance of an exciting company mission.

This is particularly important to millennials, a segment that most hiring teams struggle to connect with.

Generation Y's default setting is suspicion, they want their work to _matter _and they're interested in an environment where they can stretch their creative musclesand work on big issues. As a result they're a harder sell for hiring teams.

Google's mission statement neatly covers both of these motivations - who wouldn't want to do cool things that actually matter?

How can you learn from this?

Make sure that your company mission (whatever it is) is clear relayed by your website and recruiters. This will help you attract the _right _candidates for your business.


3. Creative licence

Google encourages a healthy ' disregard for the impossible'!

Staff are allowed to spend as much as 20% of their time working on personal projects. That’s right, employees can take a full day out of every week to work on a project that they believe is important!

The value of 20% time

This helps Google keep its culture of innovation. There have been many successful graduates of this program - one of the most recent releases being

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