Insiders criticize Google's hiring practices
Original post made by Googlewatch on Oct 30, 2009
The San Francisco Chronicle reports on it's [Web Link tech blog] that Google employees are anonymously complaining online that some new employees have only "shown aptitude for having aptitude" and often have more of a sense of entitlement than a good work ethic. Meanwhile, Peter Norvig, Google's director of research, tells a book author that job applicants who were the worst at solving brain puzzles thrown at them in Google's job interviews actually ended up performing better than their high scoring colleagues when job performance was evaluated one to two years later.
on Oct 30, 2009 at 3:45 pm
Actually, Gawker got the whole story wrong--and then SFGate and now MTV Voice have repeated it. Our interviews are more to do with practical problem solving, not with puzzles and tricks. Our interview scores actually correlate very well with on-the-job performance: we are doing quite well at hiring the right people, we believe, and we work hard at analyzing the process. Peter Seibel asked me if there was anything counterintuitive about the process and I said that people who got one low score but were hired anyway did well on-the-job. To me, that means the interview process is doing very well, not that it is broken. It means that we don't let one bad interview blackball a candidate. We'll keep interviewing, keep hiring, and keep analyzing the results to improve the process. And I guess Gawker will keep doing what they do...
on Nov 2, 2009 at 6:20 am
It's Google's business how they run it. You should mind your own damn biz.
on Nov 3, 2009 at 8:56 am
Dear Mr. Advice,
Actually, if you're a GOOG stockholder (like me), there is a vested interest in having Google hire and retain the best and brightest high-tech employees so that they may continue to increase shareholder value.
While I don't need to be involved in the minutiae of the hiring process, I would like to know that Google is making a concerted effort at honing their ability to identify strong contributors.
(Disclaimer: I am not an employee of Google)