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