Google Sorts Through the Past to Find Talent

Susan Hall

With Google on a massive hiring spree, those who applied at the company in years past but were not hired could be getting a call.

 

The company is going back through old resumes - it gets more than a million a year - to find talent.

 

Slide Show

10 Interview Questions Job Seekers Must Ask

The most important questions of an interview might be those that you, the applicant, ask.

FINS reports that it has developed a computer program to sort through its database, while parent site The Wall Street Journal says it has teamed up with partners to do so.

 

Todd Carlisle, director of staffing, told FINS that the company has more products now, so some people who were not a good fit before could be now:

We didn't used to have YouTube or social networking. We weren't into TV. If you applied in 2007 and didn't get a job, we have programs that go back to see if you're a good fit now.

Among the recent changes in the hiring process at Google: The company has become more lenient about hiring talented people, even if there is no opening in their particular specialty:

... if there's a great person but we don't have an obvious place for them, we say, "Let's find them a job at Google." We shop a candidate around. Maybe you're looking for a communications job, and we look deeper into the resume to see if there's something that indicates you could be a good fit for a policy analyst job.

A piece at Mashable offers job-hunting advice from Google recruiter Bryan Power, who oversees sales hiring in North and South America, but previously led recruiting in the product management and engineering groups. He echoes the advice to craft a carefully targeted resume to the position you seek - and don't dump in every last thing you've ever done. Focus on your accomplishments, not your job duties.

 

Jeff Moore, Google's lead engineering recruiter, in a post at StartWire News, explains how you should describe your project work:

A good write-up explains what you did, how you did it, what skills you used. What the results show and the impact of your work on the company. Talk your potential hiring manager or recruiter through the project through cradle to grave - show the outcome that it made. That's huge. We like to see results, as well as the why. We want to know how it worked.

Power points out that people more concerned about how a job at Google will advance their own careers rather than the company's long-term mission tend not to work out there. He also says the company looks for talent rather than specific skill sets, though I'm not clear on what that really means. He says:

Google knows the world changes quickly and we need people who can adapt and take on different challenges. A lot has changed in the last five years, and the next five years will [change] too. We need people who can adapt and take on different challenges.

He says the company is especially interested in what candidates do outside of school or work. He's talking about those apps you build in your spare time and things like that:

We're really looking for people who can make a big impact and do interesting things.


Add Comment      Leave a comment on this blog post
Jun 23, 2016 10:51 PM Aaron Ramsey Aaron Ramsey  says:
Hey, I know you definitely get a ton of emails of emails looking for your feedback, so I'll keep this super short. I came across It Business Eedge today - Excellent work on putting together a resource job seekers can actually use! I was going through the resources you mentioned and noticed Start Wireon this page http://www.itbusinessedge.com/cm/blogs/hall/google-sorts-through-the-past-to-find-talent/?cs=47393. I really appreciated that resource as well! In fact, it was one that inspired me to create a more thorough and up to date version. Would love to share it with you if you're interested - do you mind if I send you the link? Cheers, Aaron Aaron Ramsey Editor of www.EApplicants.com (954) 540-1858 E-Applicants We'll Help You Find Employment Online Reply

Post a comment

 

 

 

 


(Maximum characters: 1200). You have 1200 characters left.

 

null
null

 

Subscribe to our Newsletters

Sign up now and get the best business technology insights direct to your inbox.