Google changes the way of recruiting, no degree also has an opportunity

Tram Ho

Google thay đổi cách tuyển dụng, không bằng cấp cũng có cơ hội - Ảnh 1.

Entertainment area for employees in Google headquarters in Singapore – Photo: Straits Times

For many years, Google has always been the dream job of many people. It is not surprising because the salary here is high, the working environment is so fully equipped that you do not need to move your butt anywhere, which is a massage room, sleeping chair, laundry service, hairdresser, car repairman. live…

The American tech giant receives more than 1 million job applications a year, but in the end only a few thousand lucky people are selected. They currently have around 114,000 employees globally.

So how to become a “Google man” today? Is it necessary to answer brain-damaging questions like “how many planes are in the sky” or “how many ping pong balls can fit in a Boeing 747”?

Speaking to the Straits Times , Ms. Kyle Ewing – director of talent programs at Google’s human resources department in Singapore – said that the company has stopped approaching people that way for a long time.

“Many aspects of the hiring process have changed over time, and we’re always re-evaluating and constantly testing our model,” she said.

So if you hold a degree from a prestigious university, will Google give priority?

The HR expert’s answer was quite surprising: There was no correlation between the best Googlers and the universities they attended or their GPA!

“Google today recruits from a variety of universities, some of whose employees don’t even have a degree. Studies have shown that a company builds better products if it has one. diverse team, each with their own perspective,” said Kyle.

Google thay đổi cách tuyển dụng, không bằng cấp cũng có cơ hội - Ảnh 2.

Google office in Jakarta, Indonesia – Photo: Google

The Straits Times interview with Google’s HR boss shows how a world-leading company recruits:

Q: Google makes a lot of great products, surely the company is only looking for employees with outstanding ability?

Ms. Kyle Ewing : Actually, we assess whether the candidate is suitable for the job we are looking for. We look at your problem-solving prowess.

That’s not to say we expect you to answer questions like “how many planes are there in the sky…”, we just want to know: How do you solve the problem? What questions do you ask to get to the root of the problem?

Google is more interested in your ability to learn and process as you work, how you string together disjointed information.

Q: What about work-related qualifications?

Ms. Kyle Ewing: Need expertise. We will consider your qualifications if they are relevant to the job you are applying for. But more importantly, we want to know how you put the skills you’ve learned into practice.

For example, a computer science degree, a lot of young people understand the theoretical part, but we are interested in whether you can apply your computer skills to solve a problem.

Q: Google emphasizes leadership. How does the candidate show that?

Ms. Kyle Ewing: This doesn’t mean you have to have experience leading a group. What we are looking for is your potential.

Can you demonstrate qualities and skills that show you can lead without authority? Do you have an idea and know how to propose and present it? Can you lead without authority?

It is a natural desire to make a difference and inspire others to follow you. It’s a leadership instinct, it’s different from leadership, which you get through appointment.

Google thay đổi cách tuyển dụng, không bằng cấp cũng có cơ hội - Ảnh 3.

A cooking class at Google – Photo: Google

Q: People often mention the word “Googleyness”, what does it mean?

Mrs. Kyle Ewing: Actually, it’s just: Are you intellectually curious? Can you grow in the midst of uncertainty? Do you have a desire to create change? Do you work well in a group?

Over the years, we’ve found these are qualities that make one successful at Google. The first two are the most important.

Q: How would you rate these qualities?

Ms. Kyle Ewing: There is no paper test. Basically, we ask them questions about the situation and the behavior.

For example, we might ask candidates to tell about a difficult time in their lives, what they learned and how they overcame it? Or about an experience they took risks and failed.

This type of interview was very effective, helping us identify people who could be successful at Google.

Q: What about the trainee program? Can it help get a full-fledged job at Google?

Ms. Kyle Ewing: We received over 100,000 internship applications this year. If you are selected, it will be a real job, not making tea or photocopying documents.

Interns are encouraged to speak during the meeting, to be part of the team. They are expected to contribute and create change.

There is no guarantee they will be hired, but they have a greater chance than others to become a full-time Google employee.

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Source : Genk