Can Google’s Hiring Practices Improve Radiology Hiring?Admin@ | March 13, 2019 | 0 | Health
You can learn a lot of things by typing a phrase into Google and then studying the results. But is there anything to be learned from studying Google itself? According to a research paper recently published in the Current Problems in Diagnostic Radiology journal, yes. The authors of the paper believe that radiology departments can improve their own hiring by adopting some of Google’s hiring practices.
If you are a professional already working in radiology, it would be interesting to know your thoughts on the matter. Below are four of Google’s hiring practices mentioned in the paper. What do you think? Would they have improved your hiring experience?
1. Structure Candidate Interviews
The first suggestion is to follow Google’s example of structuring candidate interviews. Rather than having interviewers go into a meeting without any plan, they should be prepared with a structure they can follow from start to finish. The plan should include interview questions predetermined by a hiring committee.
The goal of the structured interview is not necessarily to hear specific answers to the questions. Rather, it is to assess the performance of the candidate. Google maintains that structured interviews can be used to predict future performance in much the same way their algorithms use structured data to predict what people want to know when they search.
2. Collect Feedback Data Quickly
Next, interviewers should be required to give feedback as quickly as possible following each interview. Feedback should not be general, either. Interviewers should be asked to cite specific examples backing up their assessment of candidate performance. The sooner the data is collected, the better. The idea is to get interviewer feedback while information is still fresh in his or her mind.
Feedback data can be subjected to a scoring system based on criteria intended to avoid confusion and misunderstanding. The higher the score, the more likely the candidate is to be a good fit.
3. Treat Interviewing as a Privilege
The next suggestion is to treat interviewing as a privilege rather than a chore. It is not clear how this applies to radiology, nor did the paper clearly explain how to implement it. The paper did make clear that interviewers are among the most critical contributors to the hiring process.
4. Utilize Predictive Analytics
Finally, the paper recommended using predictive analytics to improve hiring over prolonged periods of time. Predictive analytics is something radiology is already familiar with to some degree. That same mindset that accumulates data over many years of radiology to make clinicians better predictors of patient outcomes can be applied to hiring as well.
In simple terms, all of the data compiled during the interview process can be added to a central database that grows with every interview conducted. That data can be continuously analyzed week after week, month after month, in perpetuity. As the thinking goes, the accuracy of predictive analytics increases commensurate with the data set.
Put It to the Test
Google’s hiring practices seem a bit eccentric to the untrained eye. Would their system for interviewing and hiring work in radiology? There’s only one way to know: put it to the test. The trick is finding a radiology department willing to do so.
One thing we can say for sure is that radiology departments across the country are in desperate need of qualified candidates. That promises to continue for the foreseeable future. With so many jobs wide-open, now is a great time for young people thinking about a career in medicine to get involved in radiology. The jobs are out there. We just need people to fill them.