Google, COVID and job Interviews

Issue 132

Jan 21, 2024

Greetings Job Interview Society!

Welcome to another edition of our weekly newsletter, dedicated to helping you navigate the world of job interviews with confidence and finesse. In each issue, we aim to equip you with valuable insights, actionable tips, and success stories that will propel your career forward.

Featured Interview Tip of the Week: 🚀

Tip #1: Mastering the First Impression Your first impression matters! Learn how to create a lasting impact from the moment you walk into the interview room. Pro tip: It's not just about what you say, but how you say it!

Industry Insights: 📈

Navigating Changing Interview Landscapes

The rise of remote job interviews due to the horrible COVID pandemic, which has been beneficial for some as they don’t need to go anywhere because you cant go anywhere during that time. In recent time some employers like NHS asks you to come for a in person interview.

The shift to remote job interviews during the COVID-19 pandemic indeed brought about both challenges and advantages for job seekers. On the positive side, the convenience of conducting interviews from the comfort of one's home eliminated the need for commuting and related expenses. This change allowed candidates to focus more on their preparation and reduced the stress associated with navigating unfamiliar locations. Moreover, it provided an equal playing field for candidates from different geographic locations, broadening the pool of potential hires for employers.

However, as the situation evolves and societies make strides in managing the pandemic, some employers, like the National Health Service (NHS), are opting for in-person interviews. The decision to conduct face-to-face interviews may stem from the nature of the roles in healthcare or the organization's specific requirements. In-person interviews offer a chance for employers to assess candidates not just in terms of their skills and qualifications but also their interpersonal qualities, bedside manner, and overall fit within a team. While technology has facilitated remote interactions, the return to in-person interviews may signal a broader shift towards a more balanced approach, combining the advantages of both virtual and face-to-face assessments in the hiring process.

Q&A Section: 🤔 Ask the Experts Have burning questions about job interviews? Submit them to us, and our experts will provide practical solutions and tips. Your question could be featured in the next issue!

Spotlight on Employers: 🏢

Google - Interview Process

While the process may differ slightly for different roles or teams, the same basics apply whether you’re applying for a tech job or a marketing job, an internship or a leadership position. Not all of these may apply for your role, but here are some of the ways we assess candidates in our hiring process:

Assessments: You may be asked to do a brief online assessment, like a coding quiz, after you’ve submitted your resume.

Short virtual chats: Before diving into more in-depth interviews, you’ll typically have one or two shorter conversations over phone or video. These will usually be with a recruiter and then with either the hiring manager or peer on the team, and are designed to assess key skills you’ll need for the role.

Project work: We sometimes ask candidates to complete a small project prior to their in-depth interviews. This could range from prepping a case study to providing writing or code samples (don’t stress, they’re not that scary and we won’t spring this on you without warning), and helps us understand how you think and approach problems. We’ll let you know about any additional materials we’ll need early on.

Interviews: We get excited about interviewing and take it seriously because, at the risk of sounding cliché, Google is what Googlers make it. Our process can be rigorous (typically 3-4 interviews in one day, either over video or in person), but it’s also meant to be friendly, warm, and gives you the opportunity to get to know us better too. We’re guided by our goal of creating an equitable and inclusive experience where candidates from a wide variety of backgrounds have an opportunity to succeed.

In the end, we want above all to assess your skills and see if you and this role are a match (there aren’t any brain teasers, and who knows, you might even have some fun). So we conduct our interviews using these guiding lights:

Structured interviewing: Every candidate is assessed using clear rubrics, and we use those rubrics for all folks being considered for that role, so that everyone is evaluated from the same perspective, allowing their distinctiveness to emerge.
Open-ended questions: We ask open-ended questions to learn how you solve problems. We want to understand how your mind works, how you interact with a team, and what your strengths are.

When it comes to accommodations, our Staffing team is here to help. From sign language interpreters to specialized equipment, interview breaks to extended time, we aim to provide the support you need so you can keep the focus on your conversations.

https://www.google.com/about/careers/applications/how-we-hire

Tailor your approach to align with specific company cultures and stand out during interviews.

Interactive Content: 🗳️ Reader's Corner Participate in polls, surveys, and quizzes related to job interviews. Share your experiences and insights in the comments section - your voice matters!

Poll: Which of common interview questions do you stress over the most? Put your answers in the comment section

Community Corner: 🤝 Celebrating Your Successes Share your success stories and achievements with the community. Connect, network, and support each other on your career journeys.

Closing and Call to Action: 🔍 Key Takeaways Summarise the main highlights from this week's newsletter and gear up for success. Don't forget to

Job Interview Society

Google, COVID and job Interviews

Issue 132

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