Data, Structure, and Science in Hiring at Google | Kerry Cathcart, Staffing Program Manager

Here is the link.

Data, structure and Science in Hiring at Google

First round - I took some notes:

Structure questions

01 - Using validated, high-quality questions that are relevant to the role
02 -
03 - Providing interviewer training and ...

Behavioral 

past focused

Often begin with "tell me about a time when "

Useful to understand the impact a candidate has hand in previous roles

Hypothetical 

Future focused

Often begin with "Image that"

Why use a rubric?

Consistency and objective when scoring
Fairness across candidates and interviews
Accuracy predicting success on the job

giving interviewers feedback

Making hiring decisions by committee

Candidate experience matters

83% percent job candidates will talk about job experience.
3 things most impactful -

How to prepare?
Actually interview itself

Measuring experience 
positive - not getting the job

Questions and answers:

Second round: 1:49 PM - 2:09 PM

Hiring attributes for assessment - Google attributes

Skills required on day 1 to get the job done.
General cognitive ability

Last six months tough problem to solve