As in any other company, the answer lies in a good recruitment policy and strategies to capture and maintain talent. In today’s post we focus on how we can benefit from Facebook’s recruitment policy, we will see the 7 pillars of Facebook in staff selection.
1) All at once
The Internet giant wants employees with a high creative capacity, willing to take risks and open to accept and share new ideas in collaboration with their peers. But the most important thing to work on Facebook is share the common goal: increase connectivity on the planet and that the 5 billion people who are not yet registered on Facebook become part of the social network.
Bussiness Insider interviewed Facebook recruiting director Miranda Kalinowski who stated that they seek to give recruiting the same approach they give to the design of the product and service they offer, adding that “this explains the importance we give to connection. We want to connect deeply with our candidates in the recruitment process”.
In the case of Facebook, 70% of its employees are white or Asian men. They are therefore investing a great deal of resources in the diversity that exists among its customers is also reflected among its employees. In this way it wants to improve the services they offer. In addition, the diversity that Facebook talks about does not only refer to gender or race, but also to the origin and socio-cultural level of its workers.
Facebook’s three practices to increase diversity in your template:
- The company doesn’t just search the best universities.
- Implementation of the Facebook University internship program. Although any student can participate, this initiative is mainly aimed at attracting candidates from population segments with little presence among Facebook employees.
- Facebook tests the “Rooney Rule” which refers to considering at least one minority candidate for each vacancy.
3) Talent and skills
To show the example of Evan Priestley, one of Facebook’s most recognized engineers and who worked with the company from 2007 to 2011. Priestley’s academic record wasn’t impressive. He moved three times to college until he dropped out and started working as a low-flying web designer for a small business. One day Facebook posted a programming puzzle on the Internet and Priestley came up with a solution that dazzled the Internet giant who hired him impressed by his skills. This engineer led a team of programmers responsible for the important improvements that have allowed the social network to implement games, maps and other applications more easily.
4) Value talent and innovation
These are developing companies, many with no more than three years of life and small staff. These professional groups are often transferred to Facebook headquarters and integrated within the different departments according to their specialties.
5) Ninja Hunt
This practice is known in the technology industry under different names and allows to develop a very good list of highly qualified professionals who are also validated by current employeesto be hired.
6) How does Facebook interview its candidates?
- Phase 1 – Telephone interview: The recruiter evaluates the candidate’s professional experience and passion for the company.
- Second phase – Technical interview by telephone: The interviewer is a person who works in the position to which the applicant applies. In this way the person in charge of evaluating the skills for the position knows the requirements perfectly. Facebook employees who conduct these interviews are previously thoroughly trained to know what to look for in candidates.
- Third phase – Visit to one of the Facebook sites: In this phase Facebook organizes a tour to the candidates that includes a demo with the virtual reality glasses Oculus. The goal is to release the candidate’s tension to help him relax and show himself as he is.
- Phase 4 – Interviews to assess the ability to perform the work: For example, an engineer will go through a coding interview, where an employee will evaluate their speed and efficiency in writing code on a whiteboard in response to a given situation.
And you: How do you manage to attract the best candidates? Do you think you can implement these pillars in your business to improve staff selection?
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