A few weeks back, we ran a poll on our Google+ page asking what type of content you all would be interested in seeing more of on our pages. One of the top responses was information on the interviewing and hiring process. In turn, we decided that we should write a series of posts shedding some light on how hiring works at Google. This entry will primarily cover what components our interviews are comprised of, but if you want to dive deeper into our hiring practices and many other aspects of Google, be sure to check out Work Rules! by Laszlo Bock, who heads up People Operations at Google. — and constantly improved upon— by data. This reliance on data is of paramount importance, because hiring has the ability to either make or break a company. Plus, research has shown that if data is left out of the hiring equation, the decision of who should be hired and who shouldn’t is often swayed by an interviewer’s unconscious biases and superficial snap judgments. Consequently, according to Laszlo Bock, “Most interviews are a waste of time because 99.4% of the time is spent trying to confirm whatever impression the interviewer formed in the first ten seconds.” Fortunately, Google interviews are not like most interviews. But, how exactly are they different?Posted by Steven Claunch, Online Hiring and Insights Team
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According to the official career website of Google, they don’t just accept difference—we celebrate it, they support it, and they thrive on it for the benefit of our employees, their products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer. They are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. They also consider qualified applicants regardless of criminal histories, consistent with legal requirements.
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