Welcome back to another ConveyIQ Roundup! While you were busy setting up interviews through the dog days of summer, we were keeping track of the top headlines in talent acquisition. This week, we’re focusing on all things Google, along with a closer look at one important time-to-hire study (and tips to help speed up the process.) Enjoy!
Google made big headlines this week after firing James Damore, a software engineer who wrote a controversial memo concerning women in the tech industry and criticizing Google’s internal practices. According to the New York Times, Google CEO Sundar Pichai told employees in a company-wide email the memo “had violated the company’s code of conduct and crossed the line by advancing harmful stereotypes in our workplace.”
Damore later defended publishing the memo, and said he planned to take legal action against the company.
“I have a right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behaviour, which is what my document does,” Damore wrote in an email to the New York Times.
To read the full memo, click here.
Google’s latest controversy has sparked a tirade of think-pieces within the HR community. While we were sifting through the mountain of opinions, we came across one particularly interesting take from Steve Boese. In his piece, Boese draws parallels between Damore and former Jets quarterback Colin Kaepernick, who made headlines last year after taking a knee during the national anthem at several football games. Boese argues that while both Kaepernick and Damore are unemployed, it’s not because of the lack of ability for them to do their job — and how their surrounding scandals could potentially affect if they’re hired in the future.
As Google’s hiring practices were thrust into the spotlight this week, Undercover Recruiter took a different approach, focusing instead on lessons to be learned on how Google structures their recruitment budgeting. Some key takeaways: their eight-stage interview process shows they mean business, and they’re not afraid to invest up-front if it means being bringing on better talent.
Another thing that makes Google’s hiring process stand out is their standard six-week time-to-hire process — which is an incredibly long time considering data shows top talent is typically off the market within ten days.
Or so we thought. According to a new study by Glassdoor, time-to-hire rates are longer than ever, with an average time-to-hire rate of 23.8 days — up almost one full day since 2014. According to USA Today, some industries see even longer wait times, with Government jobs topping the list at 53.8 days followed by Aerospace/Defense jobs (32.6 days) and Energy/Utilities jobs (28.8 days)
Although time-to-hire rates are higher than ever, Lou Adler argues that finding top talent isn’t as hard as you think — if you utilize the right resources. In this LinkedIn piece, Adler explains how you can use sites like Linkedin to turn strangers into acquaintances, and passive candidates into active hires.