Posted on : August 3, 2016
Views : 935
Category : Career
Getting A Job At Google (Interview Process). Laszlo Bock, SVP People Operations, Google. Net hiring each year at Google (including attrition) is 5,000-8,000 people (2 million applications for jobs each year -11,000 per day). 14% of Google employees have no college degree.
- The Google Recruitment Process
According to Laszlo, there are three screening phases in the recruiting 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.
WARNING: 1% of people are lying about their situation…so Google do background checks.
Preparing for Interview
To prepare for interviews, recruits should be ready to demonstrate authentic interest in Google, and the job they are applying for. As an example, they should do some homework on what they love and hate about Google. Furthermore, Google wants to hear about ‘what potential recruits think’. However, authenticity, passion, and interest are not often demonstrated by many people, because they are terrified by the interview situation. Therefore, candidates should take a position on something and ask questions, if they feel that an issue is important to them (it might also be important for Google).
- 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 MistakesAccording 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.
Laszlo’s advice to young people who don’t have higher education is to make sure you can do math, and make sure you can solve problems. Computer science, physics, chemistry, and math help, because the skills you get from those subjects are transferable to any environment (Lingua Franco).