Hacks – How do top tech companies find talented people

Google, Facebook, Apple, Microsoft, Amazon. These top tech companies receive millions of resumes every day. So there’s little doubt that they have an excellent process for screening good resumes, right? The question is, how do they do it?

To be clear, this is not a list of popular interview questions that you can search for on Google. In fact, their fine-tuned hiring processes are more than just basic queries for keywords like algorithms or quantitative physics.

If, like them, you want to recruit the world’s best tech talent, try these top-secret recruitment strategies.

Don’t interview over the phone at an agreed time

Why? – Find people who are always ready for a new job

Everyone can answer a series of probing questions at the right time after careful preparation. But imagine if you called them while they were sleeping, in exercise class, or even on the bathroom. That’s how top tech companies find ways to keep themselves professional and ready for challenges.

Make your interview schedule laborious and unpredictable

Why? – Find people who don’t need instructions and are self-motivated

If you’re in an interview, neither the interviewer nor the candidate knows what to do next. It’s a good time to watch who will be proactive and vocal in this moment of silence.

Screw up the equipment needed for the interview presentation

Why? – To see how the candidate ADAPTS to a less-than-ideal situation

Deliberately “malfunctioning” the projection equipment in the room where the candidates were required to give presentations. See if the candidate is meek and doesn’t mind adjusting. See if he’s easy enough to get along with and work with. If the candidate has a Plan B, C or even D for presentation, that’s a plus, because it’s so common in technology.

Many false assumptions are made during the interview

Why? – Weed out the easily offended ones

If the candidate worked for Didi, try asking, “How long did you work for Kuaidi?” Pay attention to the tone of the candidate’s voice as he corrects you, whether he stays calm or appears uncomfortable. Technology companies will inevitably be misunderstood and taken the blame, so this test can predict how they will handle it.

Let the candidate solve your real problems

Why? – Because you really have to deal with it!!

Technology companies often ask candidates to solve real problems they are currently facing. This is a great way to get free help

Keep the candidates moving

Why? – Find people who are passionate, even when they’re uncomfortable

Never make your job applicant feel comfortable interviewing all the time. That way, find the ones that stay focused even when you’re uncomfortable, and really solve the problem of not having a free conference room all day.

Ask the same questions over and over again

Why? – Testing consistency

In technology, predictability is a good thing. In an interview, don’t be afraid to ask the same question more than once. This is a great tool for testing candidate consistency. It is only when interviewing for senior positions that candidates become very inconsistent with their answers. ps: This paragraph is not very understandable, In the Tech world, predictability is a good thing. During the interview Don’t worry about asking the same question over and over again because you keep blanking out. This is a great tool for Candidates should only be inconsistent with their answers when controlling For senior roles.”

Double interview, ruin the atmosphere

Why? – Find people who can multitask under pressure

Arrange the candidates in the middle of the room with interviewers at either end. See if the candidate can get the attention of both interviewers and answer their varied questions without pressure. It’s a good chance to see if he can pull it off in tough times.

Ask questions and start typing loudly

Why? – Find people who can stay focused even with distractions

Ask the candidate questions, and when he or she begins to answer, tap loudly on the keyboard and explain that you are listening to his or her answers but taking notes. You can actually take notes or just write an email to a friend. See if he can focus or if he’s distracted. This will weed out those who are distracted by small things that keep them from getting the job done.

Three months later, offer again!

Why? – Find people who are determined

This is a great way to screen out people who don’t value the job very much. See if the candidate has made sacrifices and efforts to get the offer. Whether he thinks the offer is the best option in front of him. I still turned it down because of the other offer I got last month. This is the strategy that will help you make sense of these questions.