What does Google value more than a diploma? (bilingual)

Google has always been regarded as the best place to work. Does this mean that only Harvard graduates can get into Google? Laszlo Bock, head of Google's human resources operation department, said that this is not the case.

Google has always been rated as the best place to work. So you need a Harvard degree to get in, right?

Google has always been regarded as the best place to work. Does this mean that only Harvard graduates can get into Google?

Laszlo Bock, head of Google's human resources operations, said that this is not the case.

Laszlo Bock, head of Google's human resources operation department, said that this is not the case.

When the company was small, Google was very concerned about students from Harvard, Stanford and MIT. But Bok said it was the "wrong" recruitment strategy. Experience tells him that there are excellent children in many other places, from state schools in California to new york.

When Google was in a small company, it once attached great importance to diplomas from famous universities such as Harvard, Stanford and MIT. But Bok believes that this recruitment strategy is wrong. Experience tells him that there will be some talents in other places, such as public schools in California or new york.

"We found that the best people from that place are as good as those you get from any Ivy League school, if not better," said Bok, who just wrote a book called Work Rules and stopped at CNNMoney to share his wisdom.

"The talents we recruit from these places are at least as good as the Ivy League students, if not better." Bok has just written a book called Work Rules! ), he shared his wisdom philosophy when he was a guest on CNN Financial Channel.

Every year, 2 million people apply to work at Google. Bok himself has read about 25,000 resumes.

Every year, 2 million people go to Google to apply for jobs, and Bok himself has read 25,000 resumes.

So what else does Google not care about:

So what else is not taken seriously in Google recruitment?

Scores: According to Google data, scores can predict the performance in the first two years of your career, but it doesn't matter after that.

Scores: According to Google data, scores can only predict your ability in the first two years of your career, and other than that, they have no meaning.

Brainstorming: Like "Why is the manhole cover round?" Such interview questions no longer exist. Or how many golf balls can a school bus hold? "Our research tells us that these problems are a waste of time," Bok said. "They are really a trainable skill. The more you practice, the better at it. "

Quiz: Google no longer asks such interview questions: Why is the manhole cover round? Or: How many golf balls can a school bus fill? "Our survey shows that asking such questions is a waste of time," Bok said. Because these are skills that can be improved through training, the more you practice, the better your answer. "

A shoe: "once, someone gave me a shoe with a resume stuffed in it because they wanted to step into this door." That doesn't work.

A shoe: "Someone once sent me a resume in a shoe, which meant to step into the door of Google." Of course it's useless.

Or a robot: especially when it arrives, it is broken, with exposed wires and a "press here" button. Call in the bomb squad.

A robot: especially those that break when they arrive. The wire was exposed and there was a "press here" button on it, so we had to call the explosion-proof team.

Google is concerned about:

These are what Google really values:

Problem solver: your cognitive ability, or your problem-solving ability.

Problem solver: a person who has cognitive ability or can solve problems.

Leader: The question is not whether you are the president of the student union or the vice president of the bank, but: "When you see a problem, will you step in and help solve it?" Then the key is, "are you willing to go out and let others take over and make room for others?" Are you willing to give up power? "

People with leadership skills: This does not mean that you want to be the president of the student union or the deputy prime minister of the bank, but "can you step in and help solve the problem when you encounter problems?" Then your eyes should be sharp. "Can you resign and let someone else take over?" Can you make way for others? Can you give up power? "

Googleness: This is what Google calls cultural fit. Not "Are you like us?" Bok said. "In fact, we look for people who are different, because personality gives us great ideas."

People with Google temperament: this is what Google calls cultural fit. Not "Are you like us?" Bock said: "In fact, we are looking for people who are different from us, because the diversified performance has brought excellent ideas to Google."

Most importantly, people are intellectually humble, willing to admit when they are wrong, and care about their surroundings ... "Because we want people who think like bosses, not employees," Bok said.

The most important thing is: rational and humble, willing to admit that he is wrong, concerned about the surrounding environment ... Bok said: "We want people with the mentality of the owner rather than the mentality of the employee."

The least important thing? Know how to do the work.

What is the least important point? People who only know how to work.

"We think that if you get the first three right, you will understand most of the time."

"We believe that once you have the first three points, you can basically be invincible."

vocabulary

Exceptionally outstanding

manhole cover