|By Nasty Creatures||
|March 1, 2014 07:57 AM EST||
In Silicon Valley, there is such a myth that Google hires graduates of Harvard and Stanford even for the most primitive, routine and mediocre job. Why? Just because they can choose. But in reality the grade and diploma, as vice president of Google's HR Laszlo Bock has recently told, are increasingly losing importance to the company: the proportion of workers without higher education in some sections higher than 14%. Bock recently named five qualities that the company values most and looks for in people.
1. General cognitive ability and it's not IQ. It is ability to learn, Bock says, ability to grasp everything on the fly. The ability to link together various pieces of information.
2. Leadership, not the traditional leadership qualities, but particular emergent leadership occurring at the right time. Traditional leadership is, were you president of the chess club? Were you vice president of sales? How quickly did you get there? We don’t care. What we care about is, when faced with a problem and you’re a member of a team, do you, at the appropriate time, step in and lead. - And vice versa - you know when to step aside and let others lead. An effective leader is able to relinquish power.
3. Intellectual humility. Without it, the employee is unable to learn new things. The people they want to hire may have a fierce and sharp position, they can be hellish wranglers. But, facing with new facts, these people are able to step back and recognize that everything is different then. Many graduates of top business schools that cannot do so: their defeats they attributed to others, and victories - to themselves.
4. Ownership. Google want their employees to treat the problems of the team as their own problems, and they look for the willingness to volunteer and to solve the common problem.
5. Experience. This is the least important of the five parameters. Hire a world-renowned expert in one area and he will tell you: "I've seen it hundreds of times, that's what you need to do here." Talented, curious, willing to learn and able to lead people without experience will also be able to find the "obvious solution". Sometimes they will make mistakes, but sometimes, on the contrary, will invent something completely new. And it's much more valuable experience.
The thought of the vice president is simple: if before Google could afford to hire the best graduates from the best universities, now it can afford not to. And just to hire the best.
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