I heard on the radio this morning that Google had talked about their hiring criteria and I had to “Google’ the specific article.
So glad that Google has come out and talked about what I’ve always thought was the most important criteria when hiring.
While they say that good grades certainly don’t hurt, it’s not the be all and end all for Google. Nor is that the case for me. So many resumes (thousands a year) cross my desk and many of these folks now have multiple degrees – undergrad, one or two graduate degrees and some even have PhDs. What does that tell me? That they love to go to school! Granted, in some circles, these multiple degrees are necessary. In many others, however, they are not. In a tough job market many students continue their education because they can’t find a job; in some instances people feel that the more degrees the better. But where’s the life experience? Where’s the proof they can function outside a classroom?
The hiring criteria across Google is as follows:
Number 1 on the list is cognitive ability – not IQ. It’s the ability to learn; to ‘process on the fly’. That ‘street smarts’. I’ve got it in spades and always valued it over book smarts. How do they do assess this? Why with structured behavioural based interviews. Love it!
Number 2 on the list is leadership and here they are not talking about traditional leadership (head of the chess club or debating team or investment club) but rather emergent leadership. They want to know that, when faced with a problem and you are a member of a team, do you step in and lead when appropriate? Equally important, however, is do you step back when appropriate and allow others to lead?
Following that is humility and ownership. I remember well the head of my former company telling me he’d rather hire someone who’s tried something and failed (or was an investment professional who weathered a downturn in the market and survived) than someone who has only ever succeeded (or who has only operated in a bull market). How people react to adversity is key. Taking ownership over something is important. Really giving a damn. Putting skin in the game. Putting your neck on the line. That sense of ownership and passion.
They look for people who take a fierce position. Who can argue the point but, if there is a change, can step back and admit that the new change might change the overall landscape.
Many companies would do well to heed this advice. Put away those checklists of criteria. Stop ‘ticking the boxes’ and look for that potential. Works well for Google!
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