novelno Chapter 183 Adds Another General
Chapter 183 Adds Another General
Chapter 183 Another General Joins the Fray
Morning light streamed through the floor-to-ceiling windows of the Mountain View Hotel, casting long, thin shadows on the light beige carpet.
László Bock stood in front of the full-length mirror, his fingers gently smoothing out the wrinkles on his dark gray suit jacket.
Today is a crucial day for him as he strives for the Google CHO position, and it will be the ultimate test that determines whether he stays or leaves.
As a professional with many years of experience in human resources and related fields, even though he was full of confidence, he couldn't help but feel a little apprehensive. As a benchmark company in the Internet industry, the competition for every position at Google is far more intense than in ordinary companies, let alone core human resources positions that are closely tied to the company's strategy.
After adjusting his tie in front of the mirror to ensure it was straight and upright, and checking the materials in his briefcase again, László walked out of the hotel and hailed a taxi toward Google headquarters.
As he stepped into the Google campus, he was immediately captivated by the sight before him.
Although the park is still quite desolate, various machines are constantly turning, full of hope for the future. Employees walk in twos and threes on the park's paths, some seemingly discussing work, while others leisurely enjoy the morning with coffee cups in hand.
This relaxed and open work environment stands in stark contrast to the companies he previously worked for.
Arriving at the office building, László took a deep breath and stepped inside.
When László pushed open the door to the interview room, his heart skipped a beat.
He had originally thought the interviewer would be Google's newly appointed CEO, Hamilton, but to his surprise, the person sitting in the main seat was Google's owner, Ernst, while Hamilton James sat next to him.
László's heart involuntarily quickened, but he quickly adjusted his mindset and a calm, confident smile appeared on his face.
It would be a lie to say I wasn't envious of this professional manager. He was the first to board the Google ship, making him a role model for job seekers like myself.
"Sit." Ernst raised his head, his gaze calmly fixed on Laszlo, and gestured to the chair opposite him.
"Thank you." Laszlo nodded slightly, his tone both magnanimous and polite.
He walked to the chair, pulled it out gently without any affectation, and then slowly sat down, placing his briefcase on the ground beside him. He maintained an upright posture and met Ernst and Hamilton James's gaze with composure.
This composed and appropriate demeanor earned him even more points in the eyes of Ernst and Hamilton James.
Google's future goal is to reach for the stars and maintain its leading position in the global technology industry, changing the world's technological landscape. This requires an outstanding team that is calm, confident, innovative, and willing to take on challenges.
The composure and confidence that Laszlo displayed are exactly what Google needs.
In their view, an excellent professional, especially one who holds an important position in a company like Google, must have a calm and confident mindset, be able to remain calm in various complex situations, and handle various problems properly, rather than appearing subservient and timid when facing important figures.
After a brief greeting, László began to introduce himself.
However, Ernst interrupted Laszlo halfway through his presentation. Having already reviewed the materials, he felt there was no need to waste time and asked directly, "What kind of talent do you think Google needs to become a world-changing company? How should our talent system support this goal?"
He took a deep breath to calm himself down, and then began to articulate his views in an orderly manner.
"I believe that if Google wants to change the world, it needs people with curiosity, creativity, and resilience."
Laszlo's gaze was firm, and his tone was full of certainty: "In this rapidly developing era, the market environment and customer needs are constantly changing. Only those with a strong sense of curiosity can be driven to explore the unknown and discover new opportunities and challenges."
"Creativity is the core driving force for innovation. Only by possessing outstanding creativity can one stand out in fierce market competition and develop products and services that can change the world."
"Resilience goes without saying; great products will inevitably encounter all sorts of difficulties and setbacks."
He paused, then continued, "These people not only need to excel in their professional fields, but also need the ability and spirit to learn across disciplines. With the continuous development of science and technology, the boundaries between various disciplines are becoming increasingly blurred, and many innovative achievements are generated through cross-disciplinary collaboration."
"As for Google's talent system, it should be built around attracting, developing, and retaining such talent."
Laszlo further elaborated, "First, in terms of attracting talent, Google needs to build an attractive employer brand. As a globally renowned technology company, Google already has a certain brand advantage, but it still needs to further strengthen its employer brand building, conveying Google's corporate culture, values, and development vision to the outside world, so that more outstanding talents can understand Google and aspire to work for Google."
"Secondly, in terms of talent development, Google should establish a comprehensive talent development system. It should develop personalized training programs for talent at different levels and in different positions, providing them with abundant learning resources and development opportunities."
"I have always believed that human resources should be developed with the goal of supporting the company's strategic system and business. A human resources system that cannot support the strategic system and business is worthless."
"Human resources is not simply about hiring and firing. The core value of a company is its talent, which is precisely where the value of the HR department lies." László's expression suddenly turned serious. "Therefore, a company that values its HR department is making the best investment in the company."
After Laszlo finished speaking, Ernst and Hamilton showed no change in expression, making it impossible to guess what they were thinking.
László felt a little nervous, unsure if his answer would be acceptable to the two interviewers.
He picked up the water glass in front of him, took a sip, and tried to calm his nerves.
After a while, Hamilton shifted into a more comfortable position, leaning back in his chair, and calmly looked at Laszlo, slowly asking, "How do we find or develop talent that aligns with the company's strategy and business?"
He paused for a moment, organized his thoughts, and then began to answer, "I think we can approach it from several aspects."
"First, we must invest heavily in recruitment, spending all our time to find people who are better than our current employees, and always maintain our desire and pursuit of outstanding talent."
"Secondly, employees need to be given enough freedom to explore their areas of expertise. Google employees are highly professional and innovative individuals with unique insights and ideas about their work."
Therefore, they should be given enough trust and support to give full play to their creativity and imagination.
"Finally, we need to establish an open corporate culture, making company information available to all employees so that everyone feels like they are the owners of the company."
"Talent needs to be selected based on merit, but while these people are employed, they are part of Google. We need to make them feel the warmth of home so that they will work hard to protect the company's interests."
Breaking with convention and pursuing excellence, Laszlo's blueprint for a talent system is an extension of this culture into the field of human resource management.
"If you were the CEO of Google, how would you plan to conduct your work?" Ernst asked again.
This time, László Bock didn't hesitate; he blurted out, "First, they made sweeping reforms to Google's hiring process. For example, the Google hiring process I've seen these past few days is, in my opinion, cumbersome and time-consuming."
"Google can't always be recruiting high-end management talent. In most cases, they recruit engineers, clerks, and middle and lower-level managers. I think one round of interviews is perfectly sufficient."
"While ensuring recruitment quality, we must simplify the process and develop more scientific recruitment assessment methods, such as job sample tests, cognitive ability tests, and structured tests. These tests can more accurately predict an applicant's performance on the job."
"Furthermore, we need to diversify our recruitment channels. Talent doesn't always come from the best schools and the most well-known companies; we should encourage employee referrals and have established a comprehensive employee referral reward mechanism."
"Since you believe your employees are the best, then anyone who interacts with them must be quite professional."
"We also need to develop an internal recruitment website."
"An internal recruitment website?" Hamilton frowned and interrupted.
"That's right, it's an internal recruitment website. Talent is assigned by the HR department, but not everyone likes their project team."
Laszlo gave an example: "For instance, a very talented employee is assigned to Gmail, but his interest lies in search engines."
"Staying at Gmail will only diminish his motivation and talent, leading to him going through the motions but not putting in the effort. But if he could be internally recruited and jump ship to Google Search, who can guarantee he wouldn't come up with a brilliant idea that would bring huge profits to Google?"
Hamilton fell into thought, but Ernst's eyes lit up.
Interest is always the greatest motivation, and the other party's idea is excellent.
Suppressing the joy in his eyes, Ernst raised his hand and gestured, "Go on, tell me how the work will proceed."
Laszlo picked up his water glass, took a sip, and continued, "In terms of talent development, I believe we can build a learning organization. Google's employees are the best teachers themselves. Allowing employees to share their expertise and experience can greatly improve their technical skills."
"Finally, regarding the compensation system, I think the unfair compensation system that Google is currently implementing is excellent. Different employees have different contributions and abilities, so it is reasonable to give employees in the same position completely different compensation arrangements."
"However, this needs to be more standardized, and Google needs to create its own talent level system. Salary is not based on your position, but on the corresponding level system."
Talented people—that was Ernst's assessment at that moment.
The concept he's talking about isn't new; it's been around for a while.
However, very few people dare to combine theory with practice and form their own set of theories.
Even on Wall Street, these people are still figuring out how to invest in human resources, and dare not make such sweeping reforms.
Ernst glanced at Hamilton and said with a smile, "I think we don't need to look at the other applicants."
Sitting across from him, Laszlo was secretly delighted. The words of the Google owner basically confirmed that he was about to join Google, having fought his way through the fierce competition.
Hamilton also smiled, stood up first, and extended his hand, saying, "Welcome to Google."
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