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.