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On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring

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After two or three years, your ability to perform at Google is completely unrelated to how you performed when you were in school, because the skills you required in college are very different,? he said. ?You?re also fundamentally a different person. You learn and grow, you think about things differently.
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 32-34 | Added on Saturday, 13 July 13 14:24:27
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test scores are worthless ? no correlation at all except for brand-new college grads, where there?s a slight correlation,?
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 28-29 | Added on Saturday, 13 July 13 14:24:06
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Focus on behavioral questions in interviews, rather than hypotheticals. Bock said it?s better to use questions like, ?Give me an example of a time when you solved an analytically difficult problem.? He added: ?The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information. One is you get to see how they actually interacted in a real-world situation, and the valuable ?meta? information you get about the candidate is a sense of what they consider to be difficult.?
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 19-23 | Added on Saturday, 13 July 13 14:22:21
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It?s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world?s leading expert.?
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 17-19 | Added on Saturday, 13 July 13 14:22:09
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The ability to hire well is random.
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 14-14 | Added on Saturday, 13 July 13 14:21:52
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Source: http://www.linkedin.com/today/post/article/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 47-49 | Added on Thursday, 4 July 13 01:44:53
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After two or three years, your ability to perform at Google is completely unrelated to how you performed when you were in school, because the skills you required in college are very different,? he said. ?You?re also fundamentally a different person. You learn and grow, you think about things differently. Another reason is that I think academic environments are artificial environments. People who succeed there are sort of finely trained, they?re conditioned to succeed in that environment.
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 32-36 | Added on Thursday, 4 July 13 01:44:29
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Consistency matters for leaders. ?It?s important that people know you are consistent and fair in how you think about making decisions and that there?s an element of predictability. If a leader is consistent, people on their teams experience tremendous freedom, because then they know that within certain parameters, they can do whatever they want. If your manager is all over the place, you?re never going to know what you can do, and you?re going to experience it as very restrictive.
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 23-26 | Added on Thursday, 4 July 13 01:43:26
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Forget brain-teasers. Focus on behavioral questions in interviews, rather than hypotheticals. Bock said it?s better to use questions like, ?Give me an example of a time when you solved an analytically difficult problem.?
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 19-20 | Added on Thursday, 4 July 13 01:14:27
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The ability to hire well is random. ?Years ago, we did a study to determine whether anyone at Google is particularly good at hiring,? Bock said. ?We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It?s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world?s leading expert.?
On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring - linkedin.com - Your Highlight Location 14-19 | Added on Thursday, 4 July 13 01:14:17
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