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Messed up a document production. What now?
Anyone hear anything from their coaches??
Any tips for HireVue interviews/Delta Airlines?
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When will google hiring resume?
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Both things are true:
If POps, the implementors, do something correctly the first time, it’s usually an accident
The regimented hiring process was designed to preserve a specific culture
I’m sorry you’re having a subpar experience.
Some thoughts:
Recruiters are often temps or contractors, not FTEs. They might seem disorganized because they simply don’t know some answers or haven’t been given direction.
They also have dozens of applicants and roles to fill, depending on time of year and what role and level.
The recruiting process is built the way it is for a reason. As G1 said, part of that is culture. Part of it is to keep things equal across applicants, and get a baseline for Hiring Committee, as well as ensure the applicant hits certain qualifications. That’s why the questions seem robotic. It’s all data driven, but if your data is skewed they can’t make an assessment.
Sorry to hear that you're having a less than positive experience.
Building on what G1 says, there's a lot of rationale for the specific questions, and for the very detailed notes your interviewers will take on your (verbatim) answers. Google wants to ensure that specific areas are investigated objectively. So, yes, the interviews are planned out versus more free flowing, but it's to ensure that every candidate is assessed objectively against the exact same questions.
All the best to you!
EY, as a (fairly frequent!) interviewer at Google, I can offer that tht reason is that we have a specific set of questions to cover in the time, and we have to prioritize those (from a time perspective). This is to be fair to you, and to other candidates. As the previous Googler said, using your prior experience in the behavioral questions is a good way to talk about your experience.
Personally, if/when I have time left over once all the main questions (and any clarification or so on) are done, I try to get to know the candidate better, find out more about them and why/where they think they'd be a fit, and also make sure there's time for them to ask ME questions. (always have a good question or two!).
Good luck!
Went through the same process. I can attest that some recruiters are less organized than the others. Even though they are trying to keep everyone on an even footing, the way the questions are asked, the follow throughs and the “instigating” cross questioning differs from one to the other. Having gone through the EY interview process as well, I can say that the same applies within EY as well, where some recruiters and interviewers are better prepared and equipped for the interview, compared to others. Hope it works out the next time.
Well, honestly, it's quite chaotic right now. Still getting a stream of interview requests for new candidates, but also hearing that all new headcount is on hold. They're trying to manage a very complex process, but understand that they can and should do a better job communicating.
This one was for GCP, will see how it progresses but definitely very slow