How to get into Google - advice from recruiter!

Summary

In this insightful video, Elizabeth Morgan, a former Google recruiter and current Senior Social Media Program Manager at iSims, shares her expertise on how to stand out in the competitive job market. She emphasizes the importance of aligning your resume with job descriptions, using LinkedIn strategically, and building genuine relationships with industry professionals. Morgan also provides tips on the interview process, advocating for oneself, and the value of referrals. Her candid advice on reapplying after rejection and the benefits of passion and intentionality in the job search make this a must-watch for aspiring Google employees.

Takeaways

• 😀 Diego Granados and Elizabeth Morgan discuss strategies for getting noticed by Google and the importance of tailoring one's resume to job descriptions.
• 🔍 Elizabeth, a former Google recruiter, emphasizes the importance of aligning your resume with Google's job descriptions and highlighting relevant experience and skills.
• 📄 She advises using specific keywords from the job description in your resume and LinkedIn profile to stand out in the initial screening process.
• 🗣️ Elizabeth suggests preparing stories that demonstrate how you meet each of the job's minimum and preferred qualifications to communicate your fit for the role.
• 🛁 She shares a personal tip of rehearsing these stories out loud, even in the bath, to prepare for interviews effectively.
• 🤝 The interviewee should be polite, responsive, and professional with recruiters, as the process can be competitive and time-sensitive.
• 🤖 While applicant tracking systems (ATS) are used at Google, it's always a human who reviews resumes and decides whether to move forward with a candidate.
• 🔄 Referrals can be beneficial at Google, but they should come from someone who can genuinely advocate for the candidate based on a strong professional relationship.
• 🚫 If a candidate is rejected, it's recommended to wait between six months to a year before reapplying to show significant growth and new experiences.
• 💡 Elizabeth encourages candidates to be intentional, passionate, and interested in the role and company, as this enthusiasm can make a candidate more attractive to employers.
• 🌐 She also mentions her own social media presence where she shares insights and advice, suggesting that engaging with professionals on platforms like LinkedIn and Instagram can be valuable.

Q & A

What was Elizabeth Morgan's role at Google?

Elizabeth Morgan was a gatekeeper at Google, responsible for reviewing between three and six hundred resumes a week for a total of three years.

What is the secret sauce Elizabeth suggests for getting noticed by Google in the initial resume screening process?

Elizabeth suggests comparing your resume with the job description on Google's career page, ensuring that your resume clearly shows the experience and skills that match the job's minimum and preferred qualifications.

How should candidates showcase their experience according to Elizabeth's advice?

Candidates should write a brief description under their name on their LinkedIn profile, specifying the number of years of experience and the specific areas and skill sets required for the job.

What is Elizabeth's advice for candidates during the interview process with Google?

Elizabeth recommends preparing multiple stories that demonstrate how each qualification and skill set has been developed and utilized in previous experiences, to show a well-rounded profile to the interviewers.

Why is it important to respond quickly and professionally to a recruiter's communication?

Responding quickly and professionally is crucial because there may be many candidates in the final stages of the interview process, and a delayed response could result in missing out on potential opportunities.

How does Elizabeth describe the role of an Applicant Tracking System (ATS) in the resume screening process?

Elizabeth explains that an ATS is a virtual filing cabinet used by human recruiters to review resumes. It may send automated rejections, but the decision to move forward or reject a candidate is always made by a person, not the system.

What is the significance of referrals in the hiring process at Google, according to Elizabeth?

Referrals are significant, but only if they come from someone who knows the candidate well enough to advocate for them. Building solid connections with people in the roles and companies of interest is recommended.

What should candidates do if they are not in the right state of mind or health to perform well in an interview?

Elizabeth advises candidates to be honest and reschedule the interview if they are not feeling well or are overwhelmed with responsibilities, as it's better to withdraw than to perform poorly and get rejected.

What is the recommended time frame for reapplying to Google after being rejected?

Elizabeth suggests waiting between six months and a year before reapplying, as this gives candidates time to gain more experience and qualifications that may make them a better fit for the role.

How can candidates increase their chances of being noticed by Google recruiters even after a rejection?

Elizabeth mentions that Google has recruiters whose job is to review past applicants and reach out to those who might be a good fit for currently open positions, so putting quality time and effort into the resume can increase the chances of being contacted.

What advice does Elizabeth give to candidates interested in working at Google?

Elizabeth advises candidates to be intentional, take interest in the people, product, and job at Google, and communicate their passion and interest, as this can make them a good fit for the brand and the role.

Outlines

00:00

😀 Introduction to Google Recruitment Insights

In this introductory paragraph, Diego Granados, a product manager, welcomes viewers to a video featuring Elizabeth Morgan, a former Google recruiter and current senior social media program manager at iSIMS. Elizabeth shares her experience in reviewing thousands of resumes and offers to impart her knowledge on how to stand out to Google. She also discusses her current role in marketing and her personal hobbies, which include gardening and crafting, hinting at her creative side that she brings to her professional work.

05:02

🔍 The Secret Sauce for Getting Noticed by Google

Elizabeth reveals her strategies for candidates aiming to join Google. She emphasizes the importance of aligning one's resume with Google's job descriptions and using keywords effectively to demonstrate the required experience. She also advises candidates to prepare stories that illustrate their qualifications and impact, to be used during interviews. Elizabeth stresses the need for quick, professional responses during the recruitment process and the value of self-advocacy. She clarifies that while applicant tracking systems are used, human recruiters make the final decisions, and she dispels the myth of automated resume rejections.

10:05

🤝 The Power of Building Relationships for Referrals

In this paragraph, Elizabeth discusses the role of referrals in the hiring process at Google. She suggests that having a strong connection with a Google employee can significantly improve a candidate's chances, as these employees can vouch for the candidate's abilities. She shares her personal experience of being sourced by companies through LinkedIn due to her strategic networking. Elizabeth encourages candidates to invest time in building genuine relationships with people in their desired roles and companies, as these connections can advocate for them in the future.

15:06

🚫 Do's and Don'ts During the Google Interview Process

Elizabeth provides guidance on how to navigate the interview process at Google. She advises candidates to be prepared, honest, and to reschedule if necessary. She dispels the myth that candidates must attend interviews at all costs, even in less-than-ideal circumstances. Elizabeth also warns against being rude or disrespectful, as recruiters may take notes on candidates' behavior. She encourages a mindset of helping the interviewers and showing how the candidate can be an asset to the team, which can lead to a positive impression and support during the hiring process.

20:07

🔄 Navigating Rejections and Reapplications at Google

In this paragraph, Elizabeth addresses what happens after a rejection from Google. She mentions that while the policy may have changed, during her time at Google, recruiters recommended waiting between six months to a year before reapplying. This waiting period is intended to give candidates time to gain more experience and improve their qualifications. Elizabeth also shares that Google has recruiters who actively review past applicants for new positions, suggesting that a rejection is not the end but rather an opportunity to grow and potentially be reconsidered for future roles.

🌟 Final Advice for Aspiring Google Employees

Elizabeth concludes the interview with advice for anyone interested in working at Google. She encourages candidates to be intentional, take interest in the company's products and people, and to share their passion. She warns against burnout from a lack of genuine interest and emphasizes the importance of communicating enthusiasm to the interviewers. Elizabeth also mentions her presence on LinkedIn and Instagram, where she shares insights and helps others with their corporate journey, and hints at an upcoming website where she will provide further resources.

Keywords

💡Gatekeeper

A gatekeeper in the context of the video refers to a person who is responsible for the initial screening of job applications, deciding which candidates move forward in the hiring process. Elizabeth Morgan, a former recruiting operations professional at Google, describes her role as a gatekeeper where she reviewed hundreds of resumes weekly, highlighting the importance of standing out to get noticed.

💡Resume

A resume is a document that outlines a person's professional experience, skills, and achievements. In the video, it is emphasized that a well-crafted resume is crucial for getting noticed by Google. Elizabeth suggests aligning the resume with Google's job description to demonstrate clear qualifications and experience.

💡Job Description

A job description is a summary of the duties, responsibilities, and requirements of a job. The video script mentions that candidates should compare their resumes with Google's job descriptions to ensure they meet the minimum qualifications and preferred qualifications, which is key to getting noticed by recruiters.

💡LinkedIn

LinkedIn is a professional networking platform. In the video, it is mentioned as a tool for getting noticed by companies, including Google. Elizabeth shares her strategy of being sourced through LinkedIn due to her active presence and the development of an intense strategy for visibility on the platform.

💡Recruiting Operations

Recruiting operations involve the processes and strategies used to attract, screen, and hire candidates. Elizabeth's role at Google involved reviewing resumes as part of the recruiting operations, where she acted as a gatekeeper for potential hires.

💡Minimum Qualifications

Minimum qualifications are the basic requirements that a candidate must meet to be considered for a job. The video emphasizes the importance of showcasing these qualifications clearly on a resume to pass the initial screening by recruiters like Elizabeth.

💡Preferred Qualifications

Preferred qualifications are additional skills or experiences that are not mandatory but can give a candidate an advantage in the hiring process. The video suggests that highlighting these on a resume can help a candidate stand out to recruiters.

💡Applicant Tracking System (ATS)

An Applicant Tracking System is a software used by recruiters to manage and filter job applications. The video clarifies that while ATS is used to store resumes, it is still a human being who reviews each resume and decides on the next steps, not an automated process.

💡Referral

A referral in the job application context is when a current employee recommends a candidate for a job. The video discusses the importance of quality referrals, where a person is recommended by someone who can genuinely advocate for them, increasing their chances of getting noticed.

💡Interview Process

The interview process involves a series of meetings and assessments that candidates go through to secure a job. The video provides tips on how to navigate this process, emphasizing the importance of preparation, communication, and demonstrating fit for the role.

💡Rejection

Rejection in a job application context means not being selected for a position. The video script discusses how candidates should handle rejection, including waiting a recommended period before reapplying and using the experience to improve their qualifications.

Highlights

Elizabeth Morgan, a former Google recruiter, shares her insights on getting noticed by Google with a thorough resume and job description comparison.

She emphasizes the importance of aligning your resume with Google's job description keywords to stand out among millions of applicants.

Morgan suggests writing a LinkedIn profile blurb that showcases specific skills and experiences related to the job requirements.

The need to prepare stories demonstrating your fit for the role and the impact you've made in previous experiences is highlighted.

She recommends rehearsing these stories to ensure clear communication during interviews, even suggesting doing so in the bath for relaxation.

Morgan advises candidates to be polite, responsive, and professional with recruiters, as delays in response can affect their position in the hiring process.

She clarifies that at Google, resumes are always reviewed by a human, not an automated system, contrary to some misconceptions.

Morgan explains that a good referral can boost your application but only if the referrer can genuinely advocate for you.

She advises building long-term relationships with people in your desired roles to increase the effectiveness of referrals.

Morgan shares that during interviews, it's okay to reschedule if you're not at your best and recruiters prefer honesty over a poor interview performance.

She warns against the myth that you must attend an interview at all costs, even when ill-prepared.

Morgan suggests that candidates should withdraw if they are not ready rather than proceed and risk rejection.

She mentions that Google recruiters actively review past applicants for new positions, so a previous rejection is not the end.

Morgan advises waiting between six months to a year before reapplying after rejection to gain more experience.

She encourages candidates to be intentional, passionate, and interested in the product and job to communicate this effectively.

Morgan shares her personal experience of being sourced by Google through LinkedIn due to her strategic presence on the platform.

Elizabeth provides her social media handles for further insights and support, focusing on LinkedIn and Instagram.

Transcripts

what is the secret sauce

to get into google if you want to get

into

google specifically i was the gatekeeper

in my previous role i was the person i

had looked

at over oh my goodness

i had looked at thousands of resumes by

the time i was leaving

i was there three years i was reviewing

between

three and six hundred resumes a week

three hundred and six hundred

you do the math my secret sauce to

the initial step of trying to get

noticed by google

take your resume

hello everyone and welcome my name is

diego granados and i'm a product manager

and today i have a very exciting news

for you

i have elizabeth morgan with me who is a

senior social media program manager

at isims and a former recruiting

operations at google

liz it's a pleasure to have you here and

i'm sure everybody's going to learn a

ton from this video so

how are you how's everything going well

hey

i just want to say thank you so much

diego for

just reaching out and wanting to do this

with me

i love your channel i love what you've

been working on and

yeah i'm great because i'm here life's

awesome

thank you so much for for joining me

today i'm super excited about this

interview and so

to to get us started why don't you tell

us a little bit about yourself

yeah so as you mentioned a little bit

earlier i'm currently at items on their

marketing team

and i am just creating all the content

for our social media accounts

so uh linkedin instagram twitter

i'm gonna be the the voice moving

forward for their platform

um i came from google i was on their

recruiting team for a while i was

screening resumes of hundreds of

thousands

of candidates so

before that i was working at a startup

working on recruiting

type work as well and i have gained a

lot of

insight in the realm of applications

you know candidates the do's and don'ts

of applying for a role how to get

noticed

uh for me myself i actually haven't

applied to any of the companies that

i've worked at they have all sourced me

through linkedin

because i have developed a pretty

intense strategy for getting noticed on

the platform

and i share my strategies each week with

my audience of

56 000 linkedin followers so um

when i'm not on linkedin when i'm not

creating content for items i

am gardening i'm hanging out on

instagram talking to people about

just whatever comes to mind um and i

also like to make

clay earrings i'm actually wearing a

pair right now um

i in my spare time i love to craft

it's actually where i get a lot of ideas

for like my linkedin content

so um i just put them up on etsy when

they're done and

i've been having a lot of fun with that

so that's me in a nutshell

no that's awesome thank you for sharing

and if you don't follow

lis yet don't worry we're gonna link all

her social media links uh in the

description below so don't worry about

it

uh you're gonna be able to find her one

way or another i have a very tough

question for you now

uh-oh what is

the secret sauce to get into google

ooh good question i will share

that i am no longer with this company

anymore

um i also share that my opinions are my

own

and they are not necessarily in direct

alignment with the company but i will

share

that if you want to get into

google specifically i was the gatekeeper

in my previous role i was the person i

had looked at

over oh my goodness i had looked at

thousands of resumes by the time i was

leaving i was there

three years i was reviewing between

three and six hundred resumes a week

three hundred and six hundred you do the

math you know it was a lot

uh joan did math so

my secrets off to the initial step

of trying to get noticed by google take

your resume

put it side by side with the job

description that google has on their

career page

and do a very thorough check of okay

these are the three or four minimum

qualifications

here's the three or four preferred

qualifications

i know because i wrote the job

descriptions and

look and see if your resume clearly

shows that you have that experience

in fact if it's three plus years of pm

experience

write in your make a little blurb right

under your name on your linkedin profile

three plus years pm experience in these

specific areas

you know utilizing these specific skill

sets

that they're asking for on the job

description so that's number one

because we are trained to be able to

review keywords

and understand a general

description of what the role is what the

type of person we need to hire

if those keywords aren't jumping out at

us it's going to be a lot harder for us

to move forward

and when we get over a million

applications a year

we cannot spend more than a couple

minutes reviewing your resume it's just

not possible

so you need to stand out right away from

the get-go by proving you have the

experience

so that's step one step two is

your next few calls are gonna be you

showing you communicating very clearly

as to why you're a fit for the role

so i recommend actually

copying and pasting all of the

requirements and the entire job

description into your very own google

docs

and just writing up an example for each

minimum qualification

and each preferred qualification write

down one or two stories you have

of previous experiences of stories that

um you can clearly show that you had an

impact here's how you develop the skill

here's how you use the skill to impact

things so

take all of that and what i did actually

i tell people that i took a bath

i had my phone hanging out in the

bathtub and i literally

just out loud rehearsed oh yeah here's

my experience in this

before my phone interview and the reason

why you should have two or three stories

is because if you make it through the

process

by the end you're going to have talked

with five or six different people

each of them are going to have notes on

the information that you share

the stories that you shared if you have

multiple stories proving that you're

qualified as opposed to just one story

for every single experience

they're gonna say wow this is a really

well-rounded candidate

be polite with your recruiter be

receptive respond

extremely quickly and the reason why is

because you don't know how many people

are in the interview process at final

stages

you taking a day to respond

oh my gosh you don't know the amount of

people that are ahead of you who are

just now on site interviewing and they

might get an offer in a couple weeks and

then the role comes down

so respond quickly professionally be

polite

um and get ready to advocate for

yourself and that is the secret sauce to

getting into google

minds um

you talked about it but just to confirm

um because i do want to make sure that

it's very clear for

for me and for everybody watching do

resumes at google get screened by

someone or is it an automated process

great question

it is always a human being reviewing

your resume

i am now at a company that creates

applicant tracking systems

for other companies it is this nasty key

word

ate yes but an applicant tracking system

is simply a virtual filing cabinet where

a human being looks at your resume

and then they either send you an

automated rejection

which might be where the term robot is

coming in because it is automated

or they reach out to move forward about

next steps

but i don't know of any companies

personally

that are using an atf to filter through

resumes to automatically reject resumes

i know that those it's out there

and there are companies utilizing it but

not any company that i have been a part

of up to this point to my knowledge

so at google like i said i was reviewing

hundreds of resumes a week that was

bob submits an application online liz

looks at it the next morning

and um proceeds to either advocate or

reject for the time being so yeah it's

always it's always a person at google

and just to be super specific the the

person who's looking

at the resume on the ats system is the

one who decides to send the automated

rejection in case there's a rejection so

it's not like the system

analyzes and rejects a person uh

triggers a process to send the email

so so that that's great to know um

my next question to you is do referrals

at google actually worked you need a

referral are they

should you try to find one should you

just apply without one

how does referral work at google yeah um

referrals work but

it's a little harder to stand out if

it's not

a good referral i guess what i'm trying

to say

is um you just randomly message someone

on linkedin and say

hey can you refer me and they go sure

they aren't gonna know you well enough

to advocate for you

so i recommend

i knew recruiters three years before i

was actually interested in a role of

google when google reached out to me

and by that point i knew the recruiters

on a first name basis

so it's really hard to take that much

time to strategize

but it's what you got to do strategize

for

three years in the future you and the

types of companies that you're going to

be interested in

transform and build solid connections

with people with the types of people you

want to work with someday

types people you want to be like get to

know them

and when you are at a point where you're

interviewing for their company they're

going to advocate for you

so so well and the company is going to

be interested in you because that person

is a rock star and if they know you

you're going to be a rock star too and

they're excited by that that's how i got

into google

among other reasons so

yes referrals are great if you know the

person

um so do your best to build

relationships with

people who are in the roles that you're

interested in at the companies that

you're interested in

i hope that yeah absolutely thank you

for sharing that tip

um and let's pretend that you know for

whatever reason

we got into the interview process after

the referrals and after

submitting the resumes an hour in the

interview as a candidate what are some

do's and don'ts throughout the interview

process

yeah um

i've shared some of them already so i i

think um

just make sure that you're coming

prepared showing up why you're qualified

it's okay to have to reschedule

um you know to have things come up to

get sick

we would much rather you be honest than

have you bomb the interview and attack

to reject you

um i think there's kind of a myth of if

you really like google

or you really like insert famous tech

company name here

then no matter what even if your leg's

broken you'll you'll be at that coding

interview

that's actually that's not the truth we

would rather you say

i just broke my leg or i have covered uh

i can't talk today you know

like we would rather you be really um

honest and straightforward and say

hey this is life life sucks something

happened can we reschedule for next week

i can't tell you the amount of

candidates that i've had to reschedule

and there's not a bad mark that goes on

their profile unless they're rude or

disrespectful and by mark i mean me

writing an actual note of

bob just sent me the meanest message

ever i'm concerned

you know like be wary of this

application i've

i've hardly ever said that but i've

gotten a couple of nasty

communications in the past i think three

total in my three years at google

um so i have to kind of be i'm not

writing notes left and right about

people

and their responses but um but yeah so

just

if you don't think you're in a place if

you don't think you're ready

it's a tough rigorous interview process

if you have a lot of responsibilities

and you're not able to give it your all

wait a little bit until you can it might

be a different position you interview

for

whether it's a week some people have

said i cannot interview this year i

actually need to wait about eight months

i've looked at this i'm just not ready

yet i need to prepare

it's so much better to withdraw than to

move forward and get rejected

um and have a recruiter say yeah they

just weren't qualified when maybe

you were but you just really felt sick

that day and you couldn't even tie your

shoes

you know so that's one thought um

but if you can be

polite and helpful and think

how can i help these people how can i

make their job

easier by me joining the team if you can

have that mindset throughout the entire

process you're going to be seen as a

team player

people are going to enjoy the process

and they're going to add vicky for you

awesome thank you for sharing okay so

um let's say that for whatever reason it

didn't work out

you know the candidate got rejected can

they reapply after they got rejected do

they have to

wait can they reapply right away how

does that work

yeah um it might have changed since i

left the team

but when i was working at google you had

a free application

limit if you were rejected for a role

my understanding uh throughout most of

google was that

recruiters were recommending that you

wait between six months and a year

before reapplying

and that reason is simply because

if you're getting rejected you're

probably not qualified for the role

if they're telling you to wait six

months or a year it means that they're

really hoping that during that time

you have taken on project you've gained

more responsibility in your role

there it was an aspect of the minimum

qualifications that

you weren't quite seasoned enough in yet

and they're hoping that during that time

you will gain that experience

so if you can if they're talking to you

on the phone and relaying this

information to you

it never hurts to ask and say well you

know was there a specific

thing that i could have you know

given more insight on because you know

you truly do feel qualified you know and

you can try and use that as a chance to

advocate for yourself more but

i don't know the exact statistics but a

lot of people

apply to google multiple times before

they get in

i don't really like to talk about this

because it embarrasses me a little bit

but i actually applied to google

back when i was in college i applied i

sent a message

i was so excited i created a cover

letter i was like i'm the most googly

person i've ever met

and then they never responded and i was

really sad

and then a year later they reached out

to me

so you know all of that to be said

there are actually people who work at

google

whose full-time jobs are to review all

the applicants who have applied to

google in the past

and compare them to roles that we have

open right now and reach out to them and

say hey i know i didn't work two

years ago but we have a position now

that we think you would be

great for and we really think that you

should apply for it

or you know we really want to talk to

you about it that happens with a lot of

people it's common

especially if you put so much quality

time and effort into your resume

making sure that you're showing off how

dynamic and unique and

just awesome of a person you are then

there's gonna be a chance that a google

recruiter might reach out to me so

don't get too upset when it's a no for

that role there were hundreds of other

people who applied as well and it could

just be that

the person that they decided to move

forward with had

experience in a very specific industry

that maybe you didn't

or a very specific skill set that they

went holy guacamole this skill set we

didn't realize that but like

this is the person for the role and

everyone else they had to say you were

great we really liked you but

you know we have found our match

that's so insightful thank you for

sharing that um

one last question that i have for you on

this topic is do you have any words of

advice for

anybody who is interested in working at

google

yeah um

just be very intentional just

intentionally

take interest in the people in the

product

in the job and just share your passion

and interest in it

if you're not actually passionate you're

gonna start to burn out during the

interview process

but if you're interested in what they're

doing and you communicate that to them

then they're gonna want you

because you're good for the brand you're

good for the

you're a good person to move forward

with so yeah

everything i said earlier in addition to

that just

put all your energy into it and good

things will happen if not for this role

maybe a few rolls down the line but they

have taken note of how hard you've tried

the great work that you've put in

and i truly believe that it's not if but

when

especially because google is hiring so

many people for so many positions

that's amazing thank you so much for

sharing that

i have one last question for you today

where can people find you and learn more

about you or from you

thank you um i'm on linkedin

i post several times a week just sharing

insight about people

you know struggles that they're having

in their corporate america journey

i like to try and post and provide

insight um

i'm on instagram i like to do instagram

lives

where i like to help people um on that

platform

i do that a little more often than

linkedin simply because

if you're liking and commenting and

supporting a lot of my posts right now

it might potentially signify to your

employer that you're not happy in your

role or that you're struggling

so i am trying to do more work on

instagram because it's less likely

that your employer will see you

interacting

and being involved in my work uh for a

couple reasons first of all on instagram

i'm not completely job stuff

i'm gardening gluten-free my earrings

and then on the side i'm kind of doing

all of these job tip

things but you can follow along there

i'm also in the works of starting my own

website

so that when you message me your

struggles and i can't get back to you

because i have a couple hundred other

people messaging me

i'm able to automate it send you a link

to my website

where i've actually written the post on

the thing that you're struggling about

and

you can look through that um

so hopefully i'll have a website within

the next few months but

yeah you can follow along with me on

linkedin or or on instagram as well

please this has been an amazing

interview thank you so much for being

with me today

of course thank you thank you for having

me and thank you for asking such great

questions

i loved answering them yeah absolutely

i'm sure everybody learned a ton and for

everybody watching thank you so much and

we'll see you next time