The long process to get a job at Google starts in college. It is necessary for prospective workers to build a certain mindset and background in order to find success and obtain a job at a company like Google.
Google is looking for employees with a diverse background of knowledge, work, and activities. The skills that students already have when they get to universities are key to future development, as the demand for STEM careers will only increase (Stevenson). Therefore, according to Friedman, even though computer science training may be rigorous, it helps differentiate one in the workforce, making him or her a more likely candidate to be hired.
Many jobs at Google require proficiency in mathematics, logical thinking, and programming, so acquiring excellent grades in those areas will demonstrate desirable skills to potential employers. (Friedman). Friedman observes, “Students should also learn and develop skills that are important to the workplace in order to succeed at Google.” At “Alumni Day” it was said that colleges have a lot of opportunities for research and internships, which are ideal for acquiring such workplace skills.
Additionally, it is important to understand how the science one learns can be used to impact society in a positive manner (Stevenson). This type of holistic thinking is very important, and a liberal arts background can become useful even for a technology based job like one at Google (Friedman). Although a breadth of knowledge can be helpful, cohesion in what a candidate has done throughout college is essential (Friedman).
Finally, Friedman emphasizes that it should be clear from the resume that the applicant has done something with clear reasons and everything should be interconnected in order to show purpose and direction.There are certain qualities that Google looks for in candidates for their jobs. Leadership, particularly emergent leadership where one is able to step up to a task and handle it appropriately is something that Google looks for in its employees (Friedman). Google also looks for humility and ownership of responsibility in its candidates (Friedman). Being able to collaborate and take criticism is vital to success (Friedman).
The ability to adapt quickly to the ever-changing landscape of technology is key to getting a job in this sector (Stevenson). The internet is the best place to find a job at Google, and what allows one to separate oneself from other candidates is a unique personality and ability to collaborate and lead on top of the standard university education (Stevenson). Google looks for leaders who come forward with solutions when things go wrong. Holding a powerful position or traditional leadership roles aren’t enough (“The Soft”). An emergent leadership when a team member comes forward to intervene during a crisis and easily steps back into his or her team role again is critical (“The Soft”).
Expertise is the least important for Google because talented individuals can be taught and can sometimes come up with novel solutions to common problems (Friedman). Google looks for reliable employees who take the initiative to fix a problem and follow through with the task at hand (Gincel). Google is looking for employees who are the best at what they do and are willing and striving to improve themselves every day (Stevenson). Skills such as computer programming are key in the field of technology (Stevenson). The company also wants to see examples of one’s past works that display one’s talents (Stevenson). While creativity is important, it is usually much harder to develop logical and structured thinking (Friedman).
Both are important in the field of technology and a combination is helpful but not necessary (Friedman). Google is looking for software engineers, but there are also other jobs available there (Gincel). The key characteristic needed in employees is the ability to collaborate with others (Gincel).
A passion for the subject as well as a dedication to keep working is very important to obtaining a job (Stevenson). Showing that one is able to begin doing things by oneself such as writing a blog, etc. also shows a persistence that companies like to see (Stevenson). Employers can also usually tell if someone is not truly passionate about a field (Stevenson). Not letting one’s ego get in the way of work and having the ability to do whatever it takes to get the job done is an important quality Google looks for in its employees (“The Soft”). An attitude that involves reliability and relying on oneself to get things done is very appealing to tech companies that are looking to hire (Stevenson). A college degree is also highly valued (Stevenson). Finally, a passion for the field is key (Stevenson).
The desire to learn and an inquisitive nature sometimes come to the same conclusions that an expert would (“The Soft”). Even more fascinating is that the non expert can come up with a completely new idea or solution because they don’t have the expertise or historical perspective (“The Soft”). This can lead to innovative solutions and new directions, which Google values (“The Soft). The number one skill Google looks for is the ability to think and learn on the fly, and not IQ or anything arbitrary like it (Friedman).
Companies like Google value the ability to make sense out of random pieces of data on the fly (“The Soft”). Google tests for this through behavioral interviewing (“The Soft”).An important aspect of any job search is the preparation that goes into the interview and the interview itself, because ultimately it is the interview that allows the recruiter to get an impression of the candidate in-person.
Preparation for a Google interview involves a number of aspects. Gincel informs us that Google looks for candidates who have a track record of achievement: working on open source projects in free time, volunteer work, and other commitments which show that the candidate wants to go above and beyond what is asked of him or her. Résumés are reviewed thoroughly for not only a demonstrated proficiency in technical skills but also the aforementioned activities, as it isn’t until the interview process that companies like Google can assess soft skills accurately (“The Soft”). Therefore, it is also important that the candidate builds solid connections between his or her accomplishments and his or her goals, and references both during the interview (Gincel). “Taking time to research Google is recommended,” asserts Gincel. Using Google’s free products is a good way to get to know the company. It can also be appropriate to bring up competitors’ products to further a discussion during an interview (Gingel).
Following up after the interview also serves to show the candidate’s proactive behavior, and Gincel states: “When interviewing for a job at Google, following up with the interviewer is also important to demonstrate interest.”