Google: Where Good GPAs Are Worthless to Get a Job

Google: Where Good GPAs Are Worthless to Get a JobGoogle is one of the most desired companies to work for on earth. Getting a job there is a dream for many university graduates. So, how do they hire people? What are their requirements? Interestingly, good GPAs are not the criteria to apply to this most successful company.

Laszlo Bock, in charge of hiring people for Google, said in an interview last June with The New York Times that the company considered GPAs as useless as a hiring criteria, and transcripts are insignificant because they cannot establish anything. He also mentioned that the amount of people having no university degree at the company has grown over time, which is 14 percent on some teams.

Bock explained that various Google jobs involve computing, coding and math skills. Therefore if the good grades rightly reflect expertise in those extents one can apply. Good grades could be a plus point, but not necessary. The hiring process of this company is pretty simple and basic. There are 5 traits that they look for before hiring, Bock explained. What are they?

Cognitive ability

Fifty percent of the roles in Google are technical. So, they assess the applicant’s coding ability, and for each position, the thing they hunt for the most cognitive ability. It’s not always intelligence quotient (I.Q.), it’s simply the learning ability that one can pull disparate bits of information together. Also, they want to see how the candidate would tackle the problem presented.


Leadership, especially, what Google require is, when encountered a problem being a team member, does the member, at the right moment, take over and lead. Or, does the person get back and stop leading, does the person let someone else? What’s important to be a real leader in this situation is the fellow member has to be ready to give up power.

Ownership and humility

The sense of responsibility is the sense of ownership. The company expects its team members to be proactive to try to solve any problem. On the other hand, the humility is considered to pull back and grab the better ideas of others. Bock believes that giving others space to contribute is not just humility, that’s intellectual humility. However, without humility, one is not able to learn. One study reports that a lot of graduates from hotshot business schools’ plateau. Bock thinks successful talented individuals hardly face failure, and so they do not learn how to learn from that failure.


The least important trait they seek is expertise. Google want individuals who have a lot of strengths and passions, who have the skill and the background that will set one up for success in the role. For engineering candidates, for example, they’ll check out coding skills and technical fields of expertise.

Talent, according to Bock, may come in many different forms and be built in so many non-traditional ways today, hiring officers have to be alive to every one—besides topnotch colleges. Because there are always some people who don’t go to school, and those are extraordinary individuals. Google is desperate to do everything that they can discover those persons.

For most young folks attending college and earning degree is yet the great way to master the tools required for a lot of professions. Google, however, attracts so much talent around the world, and they truly welcome real talent—real genius. They do not care whether the candidate has good grades or any transcripts. Because in real world, what all is needed at the end of the day is work skill, proven expertise, not what is learnt in colleges. This will be true no matter where one goes to work, says Bock. The company over the years spent so much time to make the hiring process as efficient as possible.

By Rahad Abir


New York Times



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