Hacking recruiting: Facebook's way of hiring

For any organization, the process of talent acquisition is not just about hiring good talent; it is also about recruiting people who fit in your culture, understand company’s values and are would prove as assets for your company.  In this context taking cues from the recruiting standards of one of the most valuable and exciting brands of the world, Facebook, is definitely worth it. 

Facebook is not just the best place to work in America; it’s also one of the most coveted employers in the world. With the strength of 13,000 employees spread across 64 offices around the globe, it keeps on scaling its workforce and ambition. The main reason behind this growth is discovering exceptionally talented people who contribute to the Facebook's mission of giving people the power to share and make the world more open and connected."

To follow Facebook’s footsteps and incorporate the same ideas while recruiting for your brands, here are a few things that you can note down:

The best way to discover great talent is to have a look at their key achievements in the past. If their built work resonates with the kind of work intended for them, they are a great pick. The first step to clinch a job at Facebook is to impress the recruiters with the kind of work a candidate is already doing. So have a deeper dive into the existing work profile of the talent you intend to hire. 

Every company that has made a mark in the world has been able to do so by the power of its workforce. And these companies make sure that they scrutinize their recruits well. Facebook is one such company where early in the hiring process potential candidates are brought in to dissect their work in person. The recruiters see that if the product solves a real issue, is easy to use, and is made beautifully. 

Don’t restrict your company from getting access to brilliant talent across different geographies by only hiring from Ivy League colleges. While Facebook mostly hires applicants from prestigious varsities, some of its most talented developers and designers are self-taught. 

Sometimes, candidates lacking traditional training possess an ingenuity that folks at the best universities may not have. You can look for people who possess the element of pro-activity and a high level of emotional intelligence too. Awesome candidates take the initiative to try new things, design and make something of their own. 

Great designers or developers who lack emotional quotient may not be suitable for your company just if they are not good team players. During the interview process, Facebook may have a candidate work with a few other designers to have a look at the team dynamics. This helps to get feedback on whether a talent fits in the work culture or not. A similar strategy will help other companies too. 

Facebook views its employees as important corporate assets. The company acknowledges the value its workers bring to the company; they have a dollar value on each of their employee assets to make calculated risks during the recruitment process and have engaging retention practices. Realizing the real value of employees makes it simpler for them to scale their growth and eventual success. 

All companies can’t be like Facebook, and the fact is they don’t need to be. Have your own recruiting ideas that take inspiration from the world’s best recruiting companies but inculcate values within your organizational framework.