New york times events: Becoming a Googler...and Other Opportunities

 Here is the link. 

Laszlo Bock, senior vice president, people operations at Google, talks about what the world's largest companies look for in an employee, in conversation with Thomas L. Friedman.

I am taking notes while I watch the video:

• Intellectual learning ability
• Step in when there is a problem
• Diversify background
• Step back
• Culture fit
• People just like us - comfortable ambiguity
• Highly conscientious
• Not my problem - this is not good
• Expertise - quite a good engineer
• Being able to learn, figure out how to do it - 5% or 10% come out something new
• Nail, hammer - smart creativity
• 14% no college degree - how they acquire the skills - online training - school - pick up all over the places - skillset - screen candidates - guilty - hiring more people - net hiring 5,000 - 8,000 - 2 million people
• MIT students - apply everyday - how to manage them?
• Human being - read the resume - overinvest the recruiters
• Assess candidates - phone screen - technical coding abilities - cognitive ability
• GPA - used to require every one - transcript - a candidate - Look good, send me the transcript - people lie - 1% - 4.0 but 2.8, round up, no one rounds down
• Internal - 360 -> 28 performance factors - how to promote? - citizenship - act like community - 300 independent variables - grades are predicted performance first two years out-of-school
• Train recruiters, people, curve of college
• Big mistakes in writing a job resume - trick - interview - two valuable skills in the life
• To answer the question, led the team and grew the sales, complete x by doing y with number c, using percentage
• What mistakes - wear a suit - Do not do that - not in Google
• vulnerable position - show best you can - curious - how this place works - demonstrate authentic interest
• Something you like, or something you hate
• Distinguish - authentic - not too many people to do that - authentic
• Develop resilience - compound interest, credit card interest
• Google minority hiring - African American -
• College choice - what is your advice? 18 yrs old,
• Signals - company recognized, fancy school, widely known, everybody else - send signal sending out
• Related signals - anything, skillset you get from that, transfer to anything - fundamental
• Cost/ benefits - quantitative classes

Questions and answers:

1. Employer more good at assessment the people - definition, all are average

2. Push them to take hard level class - quantitative classes; Fund AP classes - enrollment of the classes, affluent and white

3. Talent acquisition - diversity, granddaughter gets a good job - two coolest things -

Build relationship - conscientious - bias - offices all over the world

Most talent people likes to go to USA - non US citizen - quantitative field

Ageism - discrimination - span - 83 year old

Bonus pool - not evidence - unfriendly - uncomfortable - continue to look into closely

30 minutes, well-done! End at 10:36 PM.