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Wanna Join Google? Check This To See Whether You Have the Potential

Wanna Join Google? Check This To See Whether You Have the Potential

What does Google look for in an employee? Truth be told, the answer is about as enigmatic as the company itself.

That said, I’ve done my best to parse all of the information out for you, so hopefully after reading this you’ll have a better idea about your potential future working for one of the world’s most powerful corporations.

If you have any of the following traits, Google’s HR department will likely covet you…

1. You have a certain “Googleyness” about you.

Yes, I know that’s sort of an abstract thing to look for in an employee. But from what I can tell, “Googleyness” simply means they want you to be able to think on your feet, take action when called upon, and work well with others.

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So if you are somebody who likes to always be given direction or are more of a “lone wolf” type, you probably wouldn’t fit all too well into the Google employee archetype. Still, there’s more to being a Google employee than “Googleyness,” as we will see below.

2. You think differently.

While Google surely cares about your grades and GPA and all that, they have made it a point to judge candidates based on how their mind works, regardless of past academic performance.

That’s not to say you’ll get a job there with a 2.5 GPA, but if say you have an incredibly unique “Googley” way of thinking and didn’t get straight As in college, you’ll probably have a leg up over other candidates who don’t mesh with the Google environment.

3. You have intellectual humility.

One I article I read made the contention that Google doesn’t care for hiring employees from top colleges. That’s really not true, as revealed by reading the comments to that piece. What is true, however, is that Google wants you to have a little bit of “intellectual humility” when it comes to your work.

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One Google employee made a point of saying, and I paraphrase, that they do not want to hire straight A students who feel they need to blame others whenever they fail. They want people who are smart, confident, and willing to admit when they are wrong given a new set of evidence.

Or in other words, you have to be both super smart and amicable enough to know when to concede a point to somebody who’s likely just as intelligent as you are.

4. You have great learning ability, even without a college degree.

While Google still hires the majority of its candidates from top flight colleges, a growing proportion of their new hires do not hold a college degree.

Their basic philosophy is that you can’t judge a potential employee’s true value based solely on a degree, no matter how impressive it is. They believe that those without degrees can be just as productive and successful if they have the requisite traits (e.g. leadership, “Googleyness,” and overall intelligence).

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While having a college degree is certainly great evidence of one’s work ethic and ability to think, there are plenty of people who don’t hold degrees who have just as much if not more to offer Google, and these are the folks they want to take advantage of.

As you might have thought, Google’s decision to hire non-college graduates was a bit of a shock to the business world. Indeed, by doing this, Google is shifting the way companies think about their hiring processes, which hopefully benefits us all in the future.

5. You can persevere, despite tough odds.

Based on the math, your chances of being hired at Google are pretty slim. Indeed, out of 3 million applicants a year, Google only hires 7,000.

Which essentially means you have a 0.2% chance of being taken on board at Google (for perspective, it’s far more likely that you’re admitted into a PhD program at an Ivy League).

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Millions want to work for Google, and thus, there’s a lot of competition to deal with. That’s why it’s important to brush up on the other points on this list, so that you have the best chance possible of being hired.

That said, if you show a certain amount of perseverance and determination in your interview, you’ll do just fine. Google goes through a lot of applicants, but that shouldn’t deter you.

On the contrary, it should convince you to try even harder, a quality that those at Google will be sure to pick up on.

Do you think you have what it takes to work at Google? Have you already applied? What was your experience? Comment below and let us know!

Featured photo credit: Google/ Carlos Luna via flickr.com

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Last Updated on July 15, 2019

10 Signs of a Bad Boss and How to Deal with Them

10 Signs of a Bad Boss and How to Deal with Them

This is an article I didn’t want to write. Even if it appears that way on the surface, few things are black and white. Between the two colors is a world of gray. Notwithstanding the bosses who behave criminally, some of the people who carry the “bad boss” label have possibly been, or have the capacity to become, a “good boss.”

This is an article I didn’t want to write because I understand that depending on whom you ask, many of us could be labeled either a good or bad boss.

Perhaps another reason I didn’t want to write this article is because context matters. Context for the organization and context for the individual. What is happening in the organization? What is the culture? Is the “boss” in a position for which the individual is equipped to do the job? Is the person in a terrible place in life? The office culture, the relationship a team member has with a boss or board and the leader’s personal life can all influence how the person shows up and leads and how others perceive the individual.

But since I am writing this article, I will share a few signs that bosses are bad and in need of a timeout.

1. Bad Bosses Don’t Know and Haven’t Healed Their Inner Child

If you plan to lead people – well, if you plan to effectively lead yourself – you must get reacquainted with your inner child. Just because you are in young adulthood, middle age or the golden years doesn’t mean your inner child matches your chronological age. If you experienced trauma as a child, your inner child may be stuck at the point or age of that trauma. While you walk around in a woman’s size 10 shoe, your behavior may showcase an inner child who is much younger.

In a June 7, 2008, Psychology Today article, Stephen A. Diamond, Ph.D., observed,[1]

“The fact is that the majority of so-called adults are not truly adults at all. We all get older … But, psychologically speaking, this is not adulthood. True adulthood hinges on acknowledging, accepting, and taking responsibility for loving and parenting one’s own inner child. For most adults, this never happens. Instead, their inner child has been denied, neglected, disparaged, abandoned or rejected. We are told by society to ‘grow up,’ putting childish things aside. To become adults, we’ve been taught that our inner child—representing our child-like capacity for innocence, wonder, awe, joy, sensitivity and playfulness—must be stifled, quarantined or even killed. The inner child comprises and potentiates these positive qualities. But it also holds our accumulated childhood hurts, traumas, fears and angers.”

Sometimes the key that your inner child needs tending to is conflict with someone else’s inner child.

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Good bosses are aware of the ups and downs of their childhood, have worked or are working to heal their inner child and are aware of their triggers. Good managers use this awareness to manage themselves, and their interactions with others. Bad bosses are oblivious to how their inner child impacts not only their life but the lives of others.

2. Bad Bosses Are Unable to Accept Feedback

Bad bosses are not intentional about creating an environment where their peers and colleagues can share feedback about their leadership. They don’t solicit feedback. Given the power dynamic that managers, CEOs and others in leadership yield, they must go out of their way to solicit feedback, and they must do so repeatedly.

Before being completely honest, most team members will test the waters and share low-stakes information to get a sense for how their boss will respond. If the boss is angry or retaliatory, team members are less likely to risk being candid in the future.

So being unable to accept feedback takes on two forms: failing to proactively and repeatedly ask for feedback and reacting poorly when feedback is shared.

3. Bad Bosses Are Unwilling to Give Timely Feedback

The flip side of accepting feedback is giving feedback. Both require courage. It takes courage to open yourself up and accept feedback on ways that you need to grow. Similarly, it takes courage to share honest feedback about a team member’s or colleague’s performance or behavior.

Since not everyone is open to accepting feedback, whether they’re a manager or not, having an honest conversation about areas a team member or colleague has missed the mark, is not always easy. Still, good bosses will find a way to share feedback, and they’ll do so in a timely fashion.

Withholding feedback and sharing it months after a situation has unfolded or in a snowball fashion is unhelpful to the employees. One of the ways we grow as leaders is through feedback. When people have the courage to tell us the truth, that information allows us to progress.

4. Bad Bosses Are Unable to Acknowledge Their Mistakes

Owning their mistakes is like a disease to bad bosses; they do not want it. Instead of being risk averse, they are accountability averse. The problem is that they can only gloss over their weaknesses or failures for so long; the people around are able to see their flaws and weaknesses, and bad bosses pretending they don’t exist is not helpful. It is infuriating.

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However, bad bosses are masterful at reassigning blame. They are unable or unwilling to accept responsibility for mistakes — small or large. But career expert Amanda Augustine told CNBC “Make It” in May 2017, that “good managers also admit their mistakes.”[2] They don’t pass the blame or pretend they didn’t make a mistake. They own it.

5. Bad Bosses Are Unwilling or Incapable of Being Vulnerable

Vulnerability is an underrated leadership skill. But well-placed and well-thought out vulnerability enables employees to see their leaders’ humanity, and it creates a way for leaders to bond with their teams.

Bad bosses may talk about vulnerability, but they don’t practice it in their own lives, particularly in the workplace.

6. Privately, Bad Bosses Do Not Live Up to the Organization’s Stated Values

Bad bosses may publicly spout the values of the organization they work for, but privately they either don’t believe or don’t embody those values.

If they work for an environmental group, they may not practice sustainability in their private lives. Their words and actions are incongruent.

7. Bad Bosses Are Unable to Inspire Others

When bad bosses are unable or unwilling to take the time to inspire others, they lead through fear or command. Neither are helpful.

A culture dominated by fear will stifle creativity and risk taking that can lead to innovation. An autocratic management style will have a similar effect in that team, members will not feel they have the space to step outside of the box they have been placed in.

A good boss is someone who takes time to share the big picture and time to inspire their teams to want to be a part of it.

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8. Bad Bosses Are Disinterested in How Their Behavior Impacts Others

They are narcissistic and focused on self-preservation. In “19 Traits of a Bad Boss,” Kevin Sheridan said,[3]

“Terrible bosses are endlessly self-centered. Everything is about them and not the people they manage or what is going on in their employees’ personal lives. It is never about the team, but rather all about how good they look. Conversely, great bosses lead with integrity, honesty, care, and authenticity.”

Rather than seeing their team’s talents and seeing people’s full humanity, bad bosses believe their team exists to serve them. Families, personal life and priorities be damned. Bona fide bad bosses believe that their comfort should be prioritized over their team’s needs and desires.

9. Bad Bosses Have Likely Received Negative Feedback

Bad bosses have likely been told that they are poor supervisors. They have likely been told time and time again that their behavior is harmful to the people around them.

Perhaps they do not know how to change or are unwilling to change. But bad bosses certainly have received clues, insights and direct feedback that their management style and behavior are harmful to others.

Even when someone hasn’t explicitly said, “Your behavior is harmful to me and others,” the absence of feedback indicates a problem. It can mean that the leader’s team doesn’t feel safe enough to share feedback, that people do not believe the leader will act on what is shared, or that people have determine the best strategy is to avoid the boss as much as possible.

10. Bad Bosses Are Perfectionists

Bad bosses are driven by an internal urge to be perfect. Perfectionists don’t just want to be perfect; they want everyone around them to be perfect as well. This is a standard that neither they nor their team can live up to.

Since perfection is illusive, they spend their time chasing their shadow and being frustrated that they cannot catch it. They are unable to enjoy the journey and often block others from doing so as well. They let “perfect” be the enemy of “good.” Rather than embracing a growth mindset that desires to learn and improved, they are compulsive and toxic.

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If you are like me and you see yourself in parts of this list, do not despair. A bad boss can change. The key is seeking honest feedback and being willing to work through that feedback and your triggers with a therapist or coach.

The Bottom Line

Regardless of your age and the mistakes you have made, you can change and become a healthier leader whom others respect and appreciate.

Conversely, if you are employed by a bad boss, do everything in your power to take care of yourself. Understand that your boss’s behavior, even if directed at you, is not about you. Your boss’s reactions, if and when you make a mistake, is a reflection on that individual, not you.

To survive the work environment, think about the lesson you are meant to learn. You can do this with a trusted therapist or capable coach. However, if you deem the work environment to be toxic and harmful to your health, seek employment elsewhere.

In the end, this is an article I did not want to write, but I’m happy I did.

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Featured photo credit: Amy Hirschi via unsplash.com

Reference

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