Just how do you get a job at Google?
Everyone wants a job at Google, right?
Well almost – rumour has it that Google receives 2 million applications from job seekers every year. That’s 5,479 resumes. Every. Single. Day. We thought we’d take a look at what google recruiters look for in a resume.
Straight from the Recruiters at Google, find out what makes a resume interesting for jobs at Google and what google recruiters look for in a resume. Keep in mind when watching it is US-market focused, so some tips won’t be ideal for Australian resumes.
Laszlo Bock, Google’s head of People Operations, shared from his book, Work Rules, some interesting pointers that applicants might want to take note of if they want you apply for a job at Google.
Google wants “Googleyness.”
What exactly is Googleyness? According to Bock it refers to:
Attributes like enjoying fun (who doesn’t), a certain dose of intellectual humility (it’s hard to learn if you can’t admit that you might be wrong), a strong measure of conscientiousness (we want owners, not employees), comfort with ambiguity (we don’t know how our business will evolve, and navigating Google internally requires dealing with a lot of ambiguity), and evidence that you’ve taken some courageous or interesting paths in your life.
Google wants “role-related knowledge,” not deep specialisation in one area.
“For technical roles, such as those in engineering or product management, we assess expertise in computer science quite extensively,” Bock writes, “but even there our bias is to hire people with a general (though expert-level) understanding of computer science rather than specialised knowledge in one field.”
Google wants people with “emergent leadership.”
“We talk about emergent leadership, the notion that we don’t want you to be the sort of person who’s jumping in the captain’s chair all the time, we want you to jump in when there’s a problem, but even more importantly, step away when the problem or the need for expertise goes away.”
Google want people with high “cognitive ability.”
“This looking for cognitive ability stems from wanting people who are going to reinvent the way their jobs are going to work rather than somebody who’s going to come in and do what everybody else does. We recruit for aptitude, for the ability to learn new things and incorporate them.”
Google seeks out people with “grit.”
As breakthrough research in education shows, grit — the ability to keep slogging through difficult work — is more important for success than raw IQ.
Google wants diversity.
“Bring something new and diverse in terms of perspective and life experience.”
Google wants to know whether candidates can tackle difficult projects.
“You get to see how they actually interacted in a real-world situation, and the valuable ‘meta’ information you get about the candidate is a sense of what they consider to be difficult.”
Google wants candidates with analytical skills.
“Analytical training gives you a skill set that differentiates you from most people in the labour market.”
Google expects people to meet ridiculously high standards.
“We don’t compromise our hiring bar, ever.”
But Google doesn’t care about GPAs.
“Academic environments are artificial environments. People who succeed there are sort of finely trained; they’re conditioned to succeed in that environment.”