Google gets over 1,000,000 job applications each year with only one in 130 resulting in an actual job at the tech giant according to a recent article in the Wall Street Journal.
The WSJ piece compares Google’s stats to Harvard, where one in 14 high-school students gets accepted. Harvard is easier to get into than Google. (To Harvard's credit, you'll probably form more valuable long-term social and business relationships from getting into Harvard than Google)
The article mentions how one candidate interviewing for a job at Google was asked by the interviewee a question to help determine how the hiring candidate thinks -- emphasizing Google’s focus on finding candidates that ‘fit’ the Company’s culture.
The question?
You are shrunk to the height of a nickel and thrown into a blender. Your mass is reduced so that your density is the same as usual. The blades start moving in 60 seconds. What do you do?
(Answer: Click link bottom of post)
A board member at a tier-1 EMS provider told me 25% of his hiring decision for senior executives is based on a candidate’s qualifications. This is objective and can easily be confirmed.
Another 25% of his decision process is based on a candidate’s motivation. This is purely subjective. You can’t really measure a person’s motivation. Hiring managers have to go out on a limb and trust their gut on this one.
But, the remaining 50% -- the majority of the decision process that influences this senior executives / company’s hiring decision -- is based on whether or not the candidate and the company are a good ‘fit’ for each other.
And, this too is subjective and can vary widely depending on who the interviewer is representing the company.
But, like any good match, both parties have to benefit from the business relationship.
And, just as the company interviews candidates, candidates should also be interviewing companies.
Most company interviewers tend to ask questions to determine whether or not a candidate is qualified. (Objective. Easy to confirm.)
Job candidates should also keep in mind that very few company decision makers and executives are properly trained to interview job candidates.
During the typical interview, interviewers will ask candidates if they have questions.
5 Questions to ask employers
Below are 5 questions you should ask a hiring manager / potential employer to gain additional information about the company (and the position) and to also help you communicate your interest is sincere.
1. Regarding the current status of the Company, what do you feel should be changed; fixed, implemented or improved the most?
2. How do you see me helping the Company achieve some of its business objectives if I am hired?
3. How will you know the desired outcomes, as a result of my hiring, will have been achieved?
4. What metrics will I be measured by to tell us both whether my performance is on the right track?
5. If hired, what can I do to help you to be more successful in your position?
This last questions demonstrate your interest in the welfare and success of others and the greater good of the enterprise. Sure, there are a lot of other questions you’ll want to ask. But, the above are just a few that surfaced during a recent discussion over dinner.
As promised. To get you out of that blender.
http://online.wsj.com/article/SB10001424052970204552304577112522982505222.html?mod=WSJ_Careers_CareerJournal_3
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