google雇佣人的标准
但最重要的事情她说，在我看来，也是最简单的。与会者要求玛丽莎她如何去构建她的团队在过去10年。
她的回答： “我喜欢雇用人谁有两个特点。他们是聪明的，他们做事情。 “
她还谈到了喜悦与球队每个成员热爱这个项目。但关键信息的共鸣。聪明的人谁没有终结往往连枷。小创业摆脱这些人，因为他们很快脱颖而出。但有时， 他们可以找到藏身之地在较大的组织溃烂他们象癌症一样。如果一家公司的规模谷歌避免招聘她们摆在首位，这是一个严重的竞争优势。
从我自己的经验，团队成员，您可以依赖的只是工作和完成任务是罕见的，但值得花时间去寻找。这并不总是很明确的采访或查询，他们拥有这些特性。但 是，你知道在一个月内雇用他们。这就是为什么大多数的我们雇用的员工，我们尝试了一个月前一方承诺。我们也结束了一个良好的雇佣比例的实习生在长期的基础 上，太多。经过一个夏天他们，你知道他们是怎么做的。
Google’s Marissa Mayersaid a lot of interesting things on stage today on stage at the Le Web Conference in Paris. We covered the Chrome and Search Wiki news.But the most important thing she said, in my opinion, was also the simplest. An attendee asked Marissa how she went about building her team over the last decade.
Her answer: “I like to hire people who have two traits. They’re smart, and they get things done.”
She also talked about the joy of working with a team where every member was passionate about the project. But the key message resonated. Smart people who aren’t closers tend to flail. Small startups get rid of these people fast because they stand out. But sometimes they can find a place to hide in larger organizations where they fester like a cancer. If a company the size of Google can avoid hiring them in the first place, it’s a serious competitive advantage.
From my own experience, team members that you can rely on to just take on work and complete tasks are rare, but worth spending the time to find. It’s not always clear from interviews or reference checks that they have these traits. But you know within a month of hiring them. That’s why most of the people we hire we try out for a month before either side commits. And we also end up hiring a good percentage of our interns on a permanent basis, too. After spending a summer with them, you know what they’re made of.
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那怎么看是聪明还是不聪明呢？