Introduction
Her blog about the video in January 12, 2016 is here.
It is not easy task to write down good notes, last time Julia did take notes but after 12 months she had to relearn everything, basically after the study, she did not continue to do any more related study, and she thought that Google is such a far-away-target company to study because she had never experienced anything, like a social event or tech event from Google before January 2017. She does not know that hiring success is leading to Google success.
So, Julia likes to start all over again; and then understand the difference.
Video Study
10:24/ 38:27
How to think, ask, keep asking, keep checking? Like a university, the university may not be a ivy league university.
Check yourself if you are fair, or this person will be super.
11:45/ 38:27
Question: Panic hiring
Answer:
panic hiring never never works, take some time to hire/ behavior and hypothetical questions
ask the question from hypothetical question
begin - middle - end, how to check the performance, a lot of following-up question
Argument: behavior question
hypothetical question: you will see the reasoning, you will see the ...
15:52/
Question: Example of behavior questions
University student, how to approach the thesis
Answer:
Job specification, people do boolean search, craft the question based on your requirement
Based on what you need, what we launch in UK, how do you approach this?
18:32
Question: questions to show problem abilities
Answer:
19:52
Question: shortlist the C.V.
Answer:
Huge number of applicants,
Job spec, run test on job spec, if there are a lot of unrelated applicants, then try to use different words in the job spec.
Good C.V., immediately see the impact of the person
Very jumpy, move around a lot; maybe it is ok, bring in to check
Something else jumps to you and are interested.
Entrepreneur, leadership in the resume
22:42
Questions: problem solver
Answer:
Phone screen, 10 minutes quick check, what they do, and what they are looking for.
Good people know good people.
Networking, get into right events. Recommend people.
24:00
Questions: Intellectual curiosity
Manager got training to do right assessment
Answer:
Life bread, in terms of interview, refresh training
Big training - what are we looking for, criteria
Make people do shadowing interview 2 - 3 times
Give feedback on feedback
What they write on feedback - good analysis - clear analysis - strong enough or not.
27:00
Questions: interviewer training
Answer:
Legal requirement: UK, 9 months requirement about written feedback
Be very conscious - gender bias on job post
Do not ask personal status, marriage status, religion, and sexual status
Guide away the talk
32:00
Question:
Answer:
Students are more likely to try something new. Within interview, you need to learn to sell. Key drive, not just money.
Go for low-hanging food?
33:00
Question: background
Answer:
Legal requirement to do background checking.
Check Linkedin, company with; before the offer, after the interview, reference check, final exercise.
Phone them, give good references
Area you are related to in.
Google does not use agents.
Question: not working out
Answer:
Give them fair opportunities.
Senior people review, profile and check.
So much time to get hiring right.
Bring wrong person and so much time to correct them.
How to think, ask, keep asking, keep checking? Like a university, the university may not be a ivy league university.
Check yourself if you are fair, or this person will be super.
11:45/ 38:27
Question: Panic hiring
Answer:
panic hiring never never works, take some time to hire/ behavior and hypothetical questions
ask the question from hypothetical question
begin - middle - end, how to check the performance, a lot of following-up question
Argument: behavior question
hypothetical question: you will see the reasoning, you will see the ...
15:52/
Question: Example of behavior questions
University student, how to approach the thesis
Answer:
Job specification, people do boolean search, craft the question based on your requirement
Based on what you need, what we launch in UK, how do you approach this?
18:32
Question: questions to show problem abilities
Answer:
19:52
Question: shortlist the C.V.
Answer:
Huge number of applicants,
Job spec, run test on job spec, if there are a lot of unrelated applicants, then try to use different words in the job spec.
Good C.V., immediately see the impact of the person
Very jumpy, move around a lot; maybe it is ok, bring in to check
Something else jumps to you and are interested.
Entrepreneur, leadership in the resume
22:42
Questions: problem solver
Answer:
Phone screen, 10 minutes quick check, what they do, and what they are looking for.
Good people know good people.
Networking, get into right events. Recommend people.
24:00
Questions: Intellectual curiosity
Manager got training to do right assessment
Answer:
Life bread, in terms of interview, refresh training
Big training - what are we looking for, criteria
Make people do shadowing interview 2 - 3 times
Give feedback on feedback
What they write on feedback - good analysis - clear analysis - strong enough or not.
27:00
Questions: interviewer training
Answer:
Legal requirement: UK, 9 months requirement about written feedback
Be very conscious - gender bias on job post
Do not ask personal status, marriage status, religion, and sexual status
Guide away the talk
32:00
Question:
Answer:
Students are more likely to try something new. Within interview, you need to learn to sell. Key drive, not just money.
Go for low-hanging food?
33:00
Question: background
Answer:
Legal requirement to do background checking.
Check Linkedin, company with; before the offer, after the interview, reference check, final exercise.
Phone them, give good references
Area you are related to in.
Google does not use agents.
Question: not working out
Answer:
Give them fair opportunities.
Senior people review, profile and check.
So much time to get hiring right.
Bring wrong person and so much time to correct them.
No comments:
Post a Comment