Facebook Interview ProcessFacebook has developed a rigorous
Facebook Interview ProcessFacebook has developed a rigorous
Facebook Interview ProcessFacebook has developed a rigorous application process for prospective employees thatensures that the company gets top talent and finds people who fit the Facebook culture. Forthose interested in technical jobs, Facebook offers an online timed coding challenge, open to all,where the best performers automatically win a phone interview.The phone interview is the first major step in the hiring process. It covers the candidateâ€sresume and questions about previous work experiences, especially about the leadership rolesthey have held in the past. Facebook recruiters pay close attention to candidates who havebeen successful in previous positions and show a passion for the work they did on that job. Thelength of the resume is not important at Facebook. What recruiters look for is demonstratedexcellence and accomplishments. For some positions, applicants may go through second, third,and even fourth telephone interviews. Some of these telephone screenings can be quite lengthyand may involve collaborative online problem-solving exercises with the person conducting theinterview.Those who pass the telephone screening are flown to the companyâ€s Silicon Valleyheadquarters for a series of on-site interviews with the hiring manager and several teammembers who are part of the work group.These interviews are designed to determinecandidates†skills and their fit with the Facebookâ€s unique culture. Team members ask manyquestions about the candidates experience working in teams and make note how they interactwith the team members doing the interview. If a candidate is applying for a technical position, heor she faces more skill-based challenges and a take-home test. The team assesses not only thecandidateâ€s skills and abilities but also the approach they take to problem solving. Creativesolutions are particularly important. Candidates have the opportunity to offer suggestions onhow they might make the Facebook product or user experience better. Interviewers want to seespecific solutions and metrics to assess how the improvements are working.Some of the typical questions asked in Facebook interviews are not that typical. Questionssuch as, “If you were an animal what kind would you be and why?,†“What is the differencebetween Facebook ads and Google ads?,†“Should Facebook be available in China?,†and“What do you see as Facebookâ€s biggest challenge in the next five years?†are common. Thegoal of these questions is to see how each candidate responds when faced with questions thatthey could not prepare for in advance. Facebook employees who are involved in the interviewprocess then make a collective decision on the candidateâ€s fit for the position.Interview teams expect applicants for nontechnical positions, such as business operations,sales, marketing, or analytics, to have done a great deal of research into Facebook before theythey arrive for the interview. “If you are going to work for Facebook tomorrow, What project doyou want to work on?†wa sone question posed to a recent applicant for a market researchposition.Facebook managers recognize that once they have made the decision to hire, the candidatealso must make a decision about his or hers fit with the companyâ€s culture. “After the interview, Iwasnâ€t sure if I would be happy working at Facebook,†says one software engineer candidate,“so they let me come back and speak with my would-be manager and director, as well as somecoworkers, so I could make a good decision.â€â€œWeâ€re primarily looking for builders,†says Thomas Arnold, head of recruitment at Facebook,which prides itself on its entrepreneurial spirit. The company has maintained a flatorganizational structure that is best for those who seek to be empowered in their jobs and arehighly self motivated.Strong applicants also “just get the social space,†says Arnold, and interviewers confirm thisby making sure that the candidate is an active Facebook user. If an applicant has not used hisor her Facebook account for several weeks, recruiters take this is a sign that he or she will notbe a good fit.Directions: Read Entrepreneurship in Action – Facebook Interview Process in Chapter21, page 714-715. Answer the following questions:• What are the principles behind Facebookâ€s interview process? Do you think it istoo complex? Explain.• What does the interview process tell you about Facebookâ€s culture? Explain.• Can Facebookâ€s interview process be applied in companies that are not technologybased? How might it be applied to a company that makes golf clubs?• Why is hiring new employees so important for a small business? Why is it sodifficult? How does the process at Facebook address some of the challenges thatcompanies face when hiring?Write a 1-2 page paper detailing the above questions, and be sure to cite yourreferences.
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