Question
Laszlo Bock's book 'Work Rules!' provides several key insights that can transform the way we live and lead. Some of these include the importance of hiring by committee to ensure fairness and reduce bias, the value of the 'wisdom of crowds' in decision-making, and the need for constant experimentation and learning in order to improve processes and outcomes. Bock also emphasizes the importance of maintaining high standards in hiring to ensure quality, and the need to look beyond traditional recruitment methods to find overlooked talent.
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Google has done years of research and experimentation to hire more efficiently. For example, it has done one-day recruiting events on college campuses in the U.S. and India to see if its offer acceptance rates improved. The company found that the accelerated speed didn't materially improve the candidate's hiring experience or acceptance rates, so it remains focused on finding ways to hire people they might overlook rather than move faster. Google's hiring process consists of six parts designed to ensure that the bar for quality is not compromised and that hiring decisions are fair and free of bias. In the early days, the founders hired by committee and often interviewed candidates together while sitting around a ping-pong table, which doubled as their only conference room table. From the beginning, Page and Brin considered hiring to be everyone's job because no individual interviewer will get it right every time, an instinct Google formalized in its 2007 "wisdom of crowds" study. Goog...
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