Google’s acceptance rate is zero, making it 8 times more difficult to get a job there than at Harvard. 67%, while Harvard’s acceptance rate is 5. 2%. Google rejected 99 out of over 3 million applications it received in 2019 3% of them. This is largely due to Google’s notoriously tough interview process. The following steps must be completed in order to be considered for a position at Google: Step 1: Pass the resume screening Step 2: Pass the phone screenings (1-2 rounds) Step 3: Pass the on-site interviews (4-5 rounds) Step 4: Pass the hiring committee reviews Step 5: Pass the executive reviews and receive the offer In this article, we will examine each step of Google’s hiring process, three types of Google interview questions, and three tips to ace any Google interviews. Enjoy reading!.
Is more really better?
In the past, Google hiring managers believed that the more employees they interviewed, the better the decision to hire would be.
This meant that each applicant could face up to a dozen interviews. Sundar Pichai, the CEO of Google, underwent nine interviews in 2014 before being hired as SVP of Product Management. ).
“Hiring took six to nine months and people sat for 15 to 25 interviews. It was an awful experience,” Humu CEO Laszlo Bock said at LinkedIns Talent Connect Conference back in 2014. (At the time, Bock was SVP of People Operations at Google.)
But was that really the way to go? Google wanted to know, and unfortunately, it wasnt a Google-able question.
“Our early People Analytics team decided to look at the data to see how helpful and predictive each interview actually was,” Hiring Innovation Manager Shannon Shaper wrote in Googles re:Work blog. “The team looked at a subset of our interview data over five years to determine the value of a single interviewers feedback.”
The ‘Rule of Four’
The data indicated that nine interviewers—much less 12—were far too many.
Shaper points out that there was a %22diminishing return on interviewer feedback,%22 and that %22four interviews were enough to predict whether someone should be hired at Google with 86% confidence “.
Data collected from Googles 2016 interviews indicated that 95% of the time, panels of just four interviewers made the same hiring decision as panels of more than four interviewers. Interestingly, a study conducted by The Behavioral Insights Team, a U.K.-based research firm, similarly recommended four interviewers per candidate.
The average time to hire has been significantly shortened by two weeks as a result of the Rule of Four, saving employees “hundreds of hours in interview time,” according to Shaper.
New candidate, same questions
To determine who gets hired, Google interviewers use a scientifically proven method called “structured interviewing,” where employees prepare a list of rigorous and relevant questions, and then come up with a scoring rubric to match.
This approach differs from traditional job interviews in that all candidates being interviewed for the same position are evaluated using the same set of questions rather than questions tailored to a candidate’s resume.
In a Google Partners podcast, Lisa Stern Haynes, Googles Global Staffing Lead and Senior Recruiter, says structured interviewing helps HR personnel anticipate what they think “a good versus a mediocre versus a poor answer is going to look like. It makes assessing candidates so much easier and so much more consistent.”
Interviewers must consider Google’s four defining characteristics when formulating interview questions:
- General cognitive ability: Intelligent individuals with rapid learning and adaptation
- Leadership: Capable individuals who are able to assume positions of responsibility but who also know when to withdraw when no longer necessary.
- People who exhibit signs of comfort with ambiguity and have a collaborative nature are said to be “Googley.”
- Role-related knowledge: Individuals with the qualifications and background needed for the particular position they are applying for
Google appears to have mastered how much work is necessary to weed out “toxic employees” and “false positives,” while saving resources and money at the same time, using the Rule of Four and the company’s enormous data library.
To cut to the chase, conducting interviews at Google is now less stressful than it once was, at least for Google.
Tom Popomaronis is a commerce expert and proud Baltimore native. Currently, he is the Senior Director of Product Innovation at the Hawkins Group. His work has been featured in Forbes, Fast Company and The Washington Post. In 2014, he was named a “40 Under 40” by the Baltimore Business Journal.
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FAQ
What percent of Google interviews get hired?
Google has been ranked as one of the best places to work for years, but with a 0 2% acceptance rate and 3 million applications a year, landing a job there is less likely than getting into Harvard
How hard is it to pass a Google interview?
Google interviews can be challenging and include questions that are specific to Google and cover a wide range of topics. However, it’s a more intellectually stimulating experience than a genuinely intimidating one as long as your concepts are clear and your skills are sharpened.
How many people who take the Google onsite interviews end up getting the job?
I was curious too. The typical is between 1 in 6 and 1 in 4. At best, most teams average 25%. This is due to the fact that getting an offer from Google frequently requires candidates to have an extremely strong interview.
What is Google’s offer acceptance rate?
In fact, Google’s acceptance rate is 0. 2% compared with 5. 2% for Harvard. Although it may seem impossible, thousands of people are hired each year, so it is not impossible to work for Google, despite the fact that it may seem like an impossible dream.