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GOOGLE: Now Thinks Those Brainteaser Questions Are A Complete Waste of Time...

Can I get a hell yeah?

Google and a bunch of other tech companies are famous for brainteaser questions. You know the Internship ones, the kind that ask something like "Why are manhole covers round?".  Defenders of the practice will say that the questions are valuable because they tell interviewers how a candidate thinks when solving problems, etc.  They've always pissed me off because I really can't get interested in how to solve them.  You can see examples of these questions here.

This just in - Google now views brainteaser questions as a complete waste of time.  More from a New York Times inteview with Laszlo Bock, senior vice president of people operations at Google:

Q. Other insights from the studies you’ve already done?

A. On the hiring side, we found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart.

Two things that tells me about Google these days.  They remain data-driven, so the above statement is based on research on hiring practices inside the Google campus.  And they've grown up to the point where they're now willing to kill things they once held sacred and made for great PR.

But wait, there's more.  Bock goes on to say the secret sauce to hiring effectively at Google is - wait for it - behavioral interviewing.  I kid you not:

"Instead, what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up.

Behavioral interviewing also works — where you’re not giving someone a hypothetical, but you’re starting with a question like, “Give me an example of a time when you solved an analytically difficult problem.” The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information. One is you get to see how they actually interacted in a real-world situation, and the valuable “meta” information you get about the candidate is a sense of what they consider to be difficult."

Smartest people in the room.  Back to behavioral interviewing.  Key phrase.  Drill in, dig deeper, and you win.  

Google's just like you, except with Vince Vaughn as an intern.  And cash - lots of cash.

Comments

Marci Bailey

What, What...
Completely agree professionally, but this is a hysterical part of the movie. Oh, and I'm trying to get nap pods at my company.

Danna Blum

It's about time. I've seen so many articles by people who jumped on this wagon simply because Google thought it was "cool". And now we return you to our regularly scheduled programming.......

Kelly Long

Finally! I have been waiting for someone to talk about this. I was blown away by the amount of people talking about this as a "revolutionary new recruiting secret" or something similar. The first time I read it, I just thought it made them look silly and outdated. We have all known this for years. I also think that it speaks to the amount of companies who blindly began following these "best practices" against their better judgement.

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