I Hire Engineers At Google—Here's What I
Look For (And Why)
This Googler
explains how tech recruiting is becoming more holistic than it used to be, and
what it takes to stand out.
The hiring experience for engineers isn't what it used to be—and
that's partly by design. Here at Google, we've intentionally broadened the
number of schools where we actively recruit, from 75 a few years ago to 305
today. We're as interested in English or philosophy majors as we are in
computer science degree holders. We don't really care if you have a 4.0 GPA,
and we're not interested in whether you can figure out how many golf balls fit
inside a 747.
But here's what we do look
for in engineering candidates in 2016—and why we look for it.
Recent experience has taught us that we can find great tech talent
in a much wider range of places than previously thought. For one thing, there
are far more qualified college applicants than there are spaces for them at top
universities. And for another, computer scientists aren't always aware of their
talent for coding by the time they’re 18 and have to declare a major.
Give us details about your
experience at hackathons, coding competitions, or programming assignments at
work.
Google is also trying to challenge some
of the industry's stubbornest stereotypes about what computer scientists look
like and do in their spare time. Our Google in Residence program, for instance,
embeds Google engineers at historically black colleges and universities to
teach computer science and coach students about how to position themselves for
engineering careers. We have similar initiatives in the works aimed at
improving Hispanic diversity, too.
It's important to know this because,
too often, the tech sector's well-documented demographics are enough to discourage some of
the best talent from imagining themselves as future Googlers. My job is to help
change that; your job is to apply.
More broadly, Google’s CS in Education initiative
works to develop programs, resources, tools, and community partnerships to make
computer science accessible to more students during their formative educational
years. The goal is to make sure tomorrow's tech industry mirrors the demographics of the people it actually serves.
In the meantime, don't assume you're
unqualified on the basis of your educational, professional, or personal background
and decide against applying (or, for that matter, let self-doubt get the better
of you when you do show up for an interview). Trying to land a
competitive tech job is daunting, but it's only impossible if you don't
compete.
Yes, engineers need to be able to code. But we're interested in
hiring actual people, not machines. So on your resume, instead of listing your
GPA (which we no longer use to determine candidacy), give us details about your
experience at hackathons, coding competitions, or programming assignments at
work. Just because it isn't an academic credential doesn't make it any less
relevant. Not only does this create a more textured portrait of your abilities,
it’s a great way to prove your engineering chops if you majored in sociology,
for instance.
Now for the obvious part: It goes without saying that engineers
need to be able to code, so intensive preparation for the coding exercise—the
centerpiece of every Google engineering interview—is a must. Candidates should
be able to answer three coding questions from scratch (without the help of a
library function) within 45 minutes.
I also suggest practicing with a live
person, whether they’re technical or not. And try going analog—use a whiteboard
or a blank piece of paper. And focus in particular on algorithms and data
structures. There are some great samples in Cracking the Coding
Interview, Topcoder, and LeetCode.
It's equally important is to keep a
lookout for "impostor syndrome," certain high achievers’
tendencies to discount their accomplishments and fear being exposed as a "fraud."
Some newly hired Googlers experience it when they first step on
campus, and sometimes it crops up periodically during their tenures. While this
is a completely normal response, it's a counterproductive mind-set while you're
gunning for a tech position. I've seen it get the better of candidates and
completely derail an interview.
You might not put relaxation techniques at the top of your
checklist for tech-interview prep, but they should be there. Here's a tip:
Consider thinking out loud while you complete the coding exercise. Not only can
that help you own the task at hand and stay calm under pressure, but this level
of transparency helps your interviewer understand how you think.
And why wouldn't you
want that? After all, if you’ve made it to the interview, you can be confident
that someone on staff already believes in your abilities.
KEAWE BLOCK
http://www.fastcompany.com/3062713/how-to-be-a-success-at-everything/i-hire-engineers-at-google-heres-what-i-look-for-and-why
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