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Application: If you want to work at Google, you have to face these people

  • Are you planning to submit an application to Google? Before doing this, you have to pass the Google personnel team.
  • It acts as a kind of bouncer who decides which candidates get an interview.
  • A HR manager at the company revealed this in a Quora post.

Google's recruitment process is more than rigorous.

Laszlo Bock knows it all too well. From 2006 to 2016 he was Head of Human Resources at Google. During this period the company has grown from 6,000 to 60,000 employees. He wrote down the insights he gathered in his New York Times bestseller “Work Rules!”. And even after his resignation as head of the human resources department, he still worked as a consultant for Google's recruiters.

In an interview with Business Insider in 2015, he told how Google proceeded with the application process: The acceptance rate in 2014 was around 0.2 percent. For every three million applications, almost 6,000 people actually hired Google. In order to sift through the insane number of applications, every single candidate was checked by all employees who would potentially work with him. These included the potential boss, potential colleagues, a recruiting committee and the chief executive officer.

Chances are, the candidate's résumé even had to go through an AI résumé scanner used by the majority of the Fortune 500 companies. However, Google did not publicly confirm the use of the technology.

The candidates must first pass Google's “gatekeepers”

However, before the resume passes through the hands of the future team and passes the scanner test, the candidates must first pass Google's “bouncer” - the HR team. A LinkedIn search for these contacts can often be daunting: Google has many employees who have similar job titles. It is therefore important to understand the difference between each role.

Bob See, former recruiter for Google Engineering, explained the role of each member of the HR team in a 2015 Quora post:

1. Recruiter

They are the main point of contact during the application process and keep candidates up to date on all developments. For example, the hiring manager must contact the applicant within 48 hours of the interview.

According to the LinkedIn profile of a Detroit-based Google recruiter, recruiters manage the entire hiring process - from initial contact to hiring. They look for new candidates in a creative way, for example with the recruiting function of LinkedIn, and help with recommendations or negotiations.

2. Sourcer

Sourcers at Google are internal employees who track down potential applicants, establish contact and, if necessary, include them in the application process. They then accompany the applicants through the entire process, right up to the actual on-site interview. The success of sourcers is measured by the "number of applicants who get job offers", which is why he works closely with the recruiter. He tries to convince him of the respective applicant - and of course to ensure his own success. It is in this part of the application process that candidates often develop the strongest relationships with sources.

According to the LinkedIn job description, technical sourcers at Google in the Bay Area have the following tasks: They look for qualified applicants, mostly software engineers, in a creative way. To do this, they develop strategies to scour the web as efficiently as possible - for example via LinkedIn, Github, Hacker Rank, Google Scholar, Twitter and Google Scholar. Sourcers will also use the internal system to track applicants.

3. Coordinators

Your main task is to plan job interviews and clarify all logistical questions. In contrast to sourcers, they do not benefit from applicants who receive a job offer.

Bob See describes Coordinators in his post as follows: "They all tend to be great people, really nice / caring people, and just want to help because it's the right thing to do". According to the LinkedIn profile of a coordinator based in San Jose, he supports the recruiting team. It should enable all candidates to have an unforgettable on-site experience.

4. Supervisor on site

As a kind of human resources representative, it is the job of the supervisor to meet the candidates, greet them and explain the daily routine to them. "I don't think they're involved anywhere else for the rest of the process," See said.

A sourcer brings the candidates into the application process, a coordinator then helps with planning the interview, and a supervisor on-site ensures that the day itself runs smoothly. However, the candidate usually has the most contact with the recruiter.