- The Google Recruitment Process
- Screen 1: Every person gets looked at by a human. Google over-invest in recruiters.
- Screens 2: Phone contact (if you are an engineer your technical coding ability is reviewed and everybody is tested for cognitive ability and a little bit of cultural fit assessment)
- Screen 3: Interview. The biggest mistake people make in the interview is that they come in feeling; vulnerable, nervous and determined to show the best side of themselves. Therefore, they are only focused on the likely questions that might arise. However, people tend to forget how to be curious about how Google works.
Preparing for Interview
- NOTE on Minority Hiring: Google diversity statistics have been made public. Despite Google’s best efforts; black, Hispanic and women’s representation in computer science is not good. Google have been trying to increase these figures and internships recruitment diversity is improving through targeted outreach programs. Furthermore, Google are broadening the ‘unconscious conscious’, by implementing the Unconscious Bias Training Program.
Biggest Resume Mistakes
According to Laszlo, writing a resume and interviewing are two of the most valuable skills anybody could ever have in their lives. This is where you have the greatest leverage when negotiating with an employer. However, people tend to poorly write what they have accomplished (not clearly stating: accomplished x, as measured by y, by doing z). The reason this is so important is because it gives the recruiter an understanding of the; thought, process, level of difficulty etc.
- Having a broad background can allows people to see problem connections (if you just have depth you may not see these connections). The more you know about more things the more interesting connections you can make. Therefore, potential recruits should demonstrate this ability in the resume.
The Four Google Recruiting Criteria
- General Cognitive Ability: Google look at not just smarts but; problem solving, curiosity, and the ability to learn. You are much better off hiring someone who can learn than somebody who knows what they are doing (they can figure it out). If you know what you’re doing you acquire skills that are new. GPA (grade point average) is not necessarily a good indicator or fit (grades are only predictive of performance for the first two years out of college). At Google, GPA is only used with newly-graduated students.
- Emergent Leadership Ability: Google think about leadership in terms of people who are willing to step into a difficult problem and step out when their expertise is not needed. Google break all the work down into small family size teams (4-6 people) and different skill sets (diverse backgrounds). One person is not always going to be the right leader for everything Google does.
- Cultural Fit With Google: This does not mean Google want people who are just like all other Googlers. Google look for people who are comfortable with ambiguity, humility, and consciousness (are think of others).
- Relevant Expertise: For technical roles in the company (50% of people) you have to be great in your field (engineering). For the other roles, Google takes a portfolio approach. You don’t have to have deep expertise, but you want to have a spark of creativity.