Psychology Course Work, UM, Malaysia Google is one of the most well-known brands in the world. Starting with the development of a search engine so effective

Google is one of the most well-known brands in the world. Starting with the development of a search engine so effective that ‘to Google’ became synonymous with searching the web, the organization has expanded to include a wide range of products and offerings, including the Chrome web browser, Gmail, Google maps, and YouTube. To keep the company at the forefront of the industry, Google is looking for employees who are ‘great at lots of things, love big challenges, and welcome big changes’ and will be beneficial to the organization in the long term. How do they go about finding these people?

The company used to be famous for using brainteaser-type questions during interviews, asking candidates to solve puzzles like ‘How many golf balls will fit in a bus?’ or ‘How much would you charge to clean all the windows in Seattle?’ The idea was that asking this kind of question would help them to identify people who could think on their feet and come up with creative solutions while also giving the interviewers an insight into the candidate’s problem-solving process. But these types of questions have become a thing of the past as the recruitment and selection processes at Google have changed over the years.

Managing information and data is an essential component of what Google does, so it is no surprise that the change in selection processes was triggered when they analyzed the data they had on people’s performance at interviews and their subsequent performance in the job. The results came as a shock: the company found that the brainteaser questions were completely unrelated to the people’s subsequent job performance. As Laszlo Bock pointed out, those questions only served to make the interviewer feel smart! He also stated that structured behavior 3 interviews are the only ones that work, and this is the direction that google selection processes have moved in more recently.

Besides trying to get a handle on how people approach problems, the other important criterion that Google used to use in selection was a candidate’s grade point average from university. But again, their data crunching indicated that this was unrelated to actual job performance, and so this criterion has become less important in the selection processes. In fact, the company now has an increasing proportion of employees who have never been to university, recognizing that the skills they are looking for are not necessarily developed in formal education.

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