Hangouts On Air: Google Recruiters Share Resume Tips & Tricks
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Hangouts On Air: Google Recruiters Share Resume Tips & Tricks


JEFF MOORE: All right. We’re broadcasting live. My name is Jeff Moore, and I’m
hosting our Recruiter Tips and Tricks, first Live Hangout on
Air with my friends Brian and Alice from the Mountain
View office. We’re going to be talk about
preparing your resume. And what I wanted to do first
was let Brian and Alice introduce themselves to
everybody real quick. And then we’ll jump
into the content. BRIAN KAMINSKI: Sure,
thanks Jeff. So my name is Brian Kaminski. I’ve been at Google for about
four and a half years. And I work on the University
Programs Team in the non-engineering group. Our team visits campuses, and
we also work with a lot of students on some of our
internal programs. So programs here on campus– our internship program, our BOLD
internship, as well as some of our other programs. A program for high school
seniors called Symposium, and our Immersion Program which is
for freshmen and gives them a week in Google and helps them
understand what’s going on. So our team works on all that. We see a lot of resumes and we
try and find them good roles at Google for both full time
and their internship roles. JEFF MOORE: And people can find
information about that at the google.com/students site? BRIAN KAMINSKI: Yeah, exactly. jEFF MOORE: Awesome. Alice? ALICE: Wonderful. So I actually work directly
with Brian. He works on the programs
end of the things. And I work on the in-house
recruiting end of things on the college team in located
Mountain View. And I deal with a variety
of Master’s, Bachelor’s, and PhD new grads. JEFF MOORE: Mostly on the software-engineering side of house? ALICE: Yes, correct. JEFF MOORE: Awesome. Cool. So what I thought we’d talk
about today is a little bit about resume preparation. And if you’re a new grad or a
student who’s new to their job search– what do folks like
us look for in resumes? And when I did the original blog
post discussion, I talked on a few things that I
really like to see. I tell people to really focus
on their strengths. So really show what’s
great about you. What is it that you’ve done that
you’re really proud of– making sure that stuff pops. And then also, to really take
and dig deep into the details. And so rather than saying– oh
I wrote this application in Java, getting into
a lot of detail. I wrote this multi-threaded
application– really get into the detail. So that when a resume screener
or a recruiter or a higher manager looks at your resume,
they don’t have to wonder what you did, you’ve told
them what they do. And then of course, just
to flip around and be funny about it. I also tell people
to keep it short. So the 15-page resume is
not such a good idea. We like to see a page,
maybe two, that’s thorough, but not a novel. Spelling errors– stuff like
that– make sure that you’ve spell checked and grammar
checked it, and it all makes sense. And then know your target. If you’re writing an objective,
make sure your objective is targeted to the
people you’re replying to. And that when someone opens
the resume or looks at the cover letter or whatever,
they’re not going to say, why is this person sending
this to me? They’re going to open it up and
say, wow, this is a great fit for my team. And so that was my quick
thoughts in the blog. And Brian, I would love to
hear your take first. Especially from a [INAUDIBLE]
side of things– what sort of things pop
for a resume for you? BRIAN KAMINSKI: Yeah,
absolutely. So the way that I always think
of resumes is that it’s a really short opportunity to make
a great first impression. One of the ways that I’ve always
thought is that you think of it like an ad. But instead of an ad for a
product or a service, it’s really an ad for you. It’s something that’s going to
go ahead and meet the needs of the person that’s
looking at it. And they’re going to want
to get to know you a little bit better. Should be something that’s
short, should be something that’s concise, and it should
help educate the reader how you’re a perfect fit for
the role on their team. Kind of like what
you were saying. We usually like to see them
around a page– especially for students right out of college. We just find that’s a whole lot
easier to filter to the different groups
and work with. And we also really like to see
them focus on the actions, and not necessarily just
job descriptions. We see a lot of students that
talk about what their job description was as a president
or a treasurer, but that’s really consistent across
the board. Where you start to differentiate
yourself is when you start talking about the
impact you had, and the things that you actually did while you
were there to set yourself apart from anyone else
that was in it before you or after you. So I think those are some
of things that we like to look at. The other thing that we really
like to see in terms of resume, is some sort
of a target for it. We all have had a lot of
different experiences in our lives, so it’s a matter of
taking some time, sitting back, and thinking, how does
it all loop together? Where does that put you in
a particular direction? As opposed to, I’m just going to
put down everything that I did at every company and hope
that somehow that’ll fit. Those are actually the hardest
resumes for us to look at. Because our role is to find a
good role for you at Google or any company, where we think
you’re going to be most successful. And so if you can help us along
that way and do some of that groundwork, that makes
it a lot easier for us. JEFF MOORE: Brian, do you like
to see a lot of metrics and data in there, too? Or are you not as much
of a stickler with that kind of thing. BRIAN KAMINSKI: Absolutely. I think any time that you can
quantify something to show what your impact was, and why it
made a difference, and how significant that difference
was– I think that really helps. Because that really gives us a
basis for comparison that we can see people that have made
a really significant impact versus people that maybe just
did one or two things, and they have the same title
in the organization. So anytime that you can
quantify something– and the numbers are great when
you can do it, but even just thinking about why did whatever
you did, why did it matter, how did it make a
difference or an impact? And being able to talk
about that, I think, is really important. JEFF MOORE: And Alice,
what do you look for? You and I are from the same
little world so I would love to hear your thoughts. ALICE: Right. So going off of what Brian said,
I think we a resume is a quick way to basically make an
impression on an engineer, a recruiter, whoever’s taking a
quick look at that resume. So it does need to be
short and concise. I’d say one page probably
for most undergrads. PhD’s would probably be a couple
pages depending on how many publications you have, and
I think that’s probably the difference. On the engineering
end of things– I’d say don’t spend too much
time worrying about objective and things like that. If it’s first [INAUDIBLE] role,
go ahead and say that– or for an engineering role. Engineers are really
just interested in the technical, right? They want to look exactly
at your work experience. I think quantitative
was a really important thing to mention. How many lines of code did you
write in this project or in your internship project? What languages did you use? Also, to state your skills but
also know that the engineers on this side of the fence
reading your resume– if you put expert in Python– we’re going to expect you
to be an expert on it. So be honest about
your skill sets. And I think really in general
stick to the technical. What they’re looking at is
are there enough positive indicators to show us that
you’re going to have what it takes to get through our
interview process. Right? So whether that’s a combination
of work experience. Maybe just some meaty
classroom projects. Maybe you’ve just been fiddling
with things online or an open source. All of those things count. Maybe you’ve taken some really
tough classes in your university that are known for
being really, really hard. It’s really a combination
of all those things. But for the eng end, I always
say stick to the technical, get right to the point. Engineers are the ones reading
your resumes, right? So show them exactly what
they want to see. JEFF MOORE: So just
on the same vein– what’s the one thing– Alice we’ll start with you– that you don’t like to see? What’s something that you’re,
ugh, not that. The one thing that jumps
off the page at you? ALICE: I think for engineering
roles I enjoy– I saw a couple of questions
that were coming in about hobbies and leadership– that’s definitely wonderful,
but in what way would it bolster your file as an actual
software engineer, right? Is it because you have great
communication skills or what actually are you trying to list
instead of just listing all these hobbies or listing all
these positions or awards. Sometimes a little explanation
of why their relevant is also really helpful. Versus just listing a laundry
list of awards and accomplishments without
any context. JEFF MOORE: Right, absolutely. And Brian, what do you have
over there for a– BRIAN KAMINSKI: Yeah, so I think
it’s a little different on the non-engineering side. Because it’s a little bit more
challenging to get some of that specific work experience. So I think one of the things
that you will see from time to time is when people focus
heavily on their paid work experience, and forget about all
the other stuff that they do during their college
experience that should count for relevant, role related,
expertise. So if you’re looking for a sales
role or a recruiting role or an advertising role– think about all those clubs
and student organizations where you’ve really made a
difference and make an impact. You may not have been paid for
it, but you could have gotten and developed just as many
skills from that, and made just as much of an impact from
those types of roles. Compared to some of the
roles where you may be a student monitor. And I think it’s great
to have those work experiences on there. But in terms of a resume, it
should really be prioritized towards the roles that
you’re looking for. And so when you can arrange
your experience– I don’t think it means
necessarily be in terms of the pay experience before the
student organization experience. It’s whatever the stuff is most
relevant to the role– I think is the stuff that
we want to see first. Because in that page, you’ve got
a limited amount of time. And depending on who looks at
your resume, [INAUDIBLE] spend a different amount of
time looking at it. You really want those impactful
experiences to really pop out on the resume as
opposed to be buried down at the bottom where somebody
might not get to them. JEFF MOORE: Right. Cool. So we’re about halfway through
our Live Hangout talking about interview prep and
resume prep. And I just want [? to– ?] at the halfway marker anybody
that’s chiming in late– to remind them that we are live
on the air talking about resume preparation. And at the halfway point
I wanted to flip things a little bit. We had a lot of questions come
in through our online moderator page, which
is awesome. And for anybody out there
listening that wants to submit additional questions either
for this conversation or future ones– you can find the link on the
blog, on the websites. So we’d love more questions. But I thought we’d just kick a
few of these out there, and talk through them. And see what you guys have to
say, and go from there. One, and Alice this is going
to be right in your wheelhouse. It says, should I include
years of coding for a particular language if I just
list myself as proficient? I mean, how much detail do you
like there for somebody– and I know you talked about
it little bit– but a little bit more. This is from Mike–
sent this one. ALICE: Great. I think that’s a
great question. In terms of languages I always
say, list them in order of proficiency, if possible,
right? I mean we should understand that
your first language or the first OS that you list
should be your strongest suit. I think if you want to list
yours, that’s fantastic. It gives us a gauge on, hey,
this candidate has been programming since he was in high
school, versus obviously, he picked this up
in the classroom during his college courses. And I think that’s a big
difference, right? And also years help
us indicate– yes, he was listed that he’s
touched four languages, but really his area of strength is
Java or C++ or C. That way the interviewer can appropriately
focus their questions to your strengths. Right? We don’t want to test you on
something you’re not familiar with, I think that’s
the bottom line. There’s no point in that. We want to test you on the
area that your strongest. So I think as much detail
you can give on years of experience is great because
words like “proficient” and “expert” have various
meanings, right? Depending on if you’re an expert
at the [INAUDIBLE] or an expert in the industry. So yours, I think is a great
indicator for new grads. JEFF MOORE: Yeah, and I think–
and Brian I will love your take, too– that I personally sort of
counsel people away from doing the laundry list. I used Basic in college– do I put Basic on my resume? Absolutely not. Nobody wants me coding
anything. And same with non-technical
skills. Right? Like some accounting classes
or a masters degree– do I want to do accounting–
no. Does anybody want me to
do accounting– no. And so making sure that
those kinds of things are put properly. Brian do you have any
tip on that same kind of vein for folks? BRIAN KAMINSKI: Yeah,
I think absolutely. It goes around to those
two concepts of both prioritization and relevance. For us, thinking about terms of,
OK what are the relevant skills for this particular role
or area or opportunity. And some of that means that
you’re going to have to leave some stuff off. With a page or maybe a little
bit more than that, you’ve got a very limited amount
of space there. So thinking about what’s going
to be the best stuff that’s going to really speak
to somebody. And what’s the stuff that I’m
not be afraid to get a question about in
an interview. But the last thing you want to
do is put something on your resume that says, I am
fluent in German. Well, if I happen to read that
resume and interview you– I spent a year in Germany,
I took the language for several years– I may ask you a question
in it. And if you’re not comfortable
answering back, then we run into challenges there
along the way. Because you really want to
accurately portray your skill set for somebody. The other point that I just
wanted to make about that is there’s a lot of opportunities,
there’s a lot of things that you see around
additional skills that people will put on their resume. And the thing that you see the
most is like I can send emails or maybe I can, to some extent
use spreadsheets and Microsoft Office products or anything
like that– Google Apps even
to some extent. And we expect that
at this point. A lot of us grew up
with computers. You see young students right
now that have tablets at the age of 9. We expect that. So if you’re looking for areas
where you can save some space, that’s a really good way to
leave a line or two off because we assume that’s
going to be there. JEFF MOORE: Right. Don’t state the obvious,
absolutely. Cool. We have a lot of questions
which is really great. And so I’ve got another one that
I think is an interesting one that I hadn’t
thought about. This is from John Livingston
in Savannah, Georgia. What up Georgia? This says, do I need
a website resume in addition to a paper one? Now I could make the joke,
who has a paper one? I don’t think I’ve made
a paper copy of my resume in ages. But what do you guys think? Do you need to have a personal
website that’s got a link to your resume? Or is a LinkedIn
account enough? What do you guys think? Alice, I’ll start with you. ALICE: I think if you have a
personal website or want to have one that’s fantastic,
only because it’s another avenue if an interview is
interested that we can look up your work, right? And you can list
your projects. A lot of students have student
sites, which is fantastic. Is it necessary to get
a job at Google? Absolutely not. We’ve hired people who have a
couple lines on their resume. They go through the interview
process and that’s all they needed. But I think a personal website
is a great way to show additional depth into
your background. So if you have the
time to do it, it definitely doesn’t hurt. Especially, think about
it, it’s a Google– we’re an online company,
right? We like to see what you’re
doing online especially in this area. So any effort you can put in
that I think is fantastic. JEFF MOORE: Brian,
do you agree? BRIAN KAMINSKI: I definitely– I think a resume is that
one page ad for you. With any ad there’s
opportunities to get more information. If that’s one of the things that
you have the time and the skills to put together, I think
that really does show some of the other things that
you can potentially do. Do you need it? Absolutely not. Focus on that resume. Give somebody a reason to want
to learn a little bit more. That can come from your web
page, that also comes from an interview in those conversations
that you have from there. So as long as the resume looks
good, that’s your first impression in. If there’s additional
information that you can link to or help with the reviewers or
the interviewers or anyone else that’s looking at it–
that’s awesome, too. But like Alice was saying,
it’s the same for the non-engineering side–
definitely not required. JEFF MOORE: Awesome. Cool. ALICE: But it is a way
for us to find you. Correct? That’s how Googlers find a lot
of potential candidates is actually from their
personal website. So something to keep in mind. JEFF MOORE: All right. So we’re going to jump in. We’ve got a few more
questions here. And for anybody joining late–
this is just a reminder– this is Jeff, Alice, and Brian
broadcasting live through Google Hangouts talking about
a resume preparation. I’m going to international
just because we’re international. We’ve got a question
here from Mario in Croatia, which is awesome. What up Europe? And he says, I’ve worked on a
number of website projects for businesses over the
years– some of them went out of business. Should I list them as well,
since I can’t link to them anymore externally. Now, I would say
yes absolutely. Maybe we could find a
cached version– and those kinds of things. But at the same time, I think
I would recommend you prioritize over other
work you’ve done. If the best work you’ve done
has gone out of business– I think you want to
talk about it. If the worst work you’ve done
has gone out of business, and your best stuff is
still out there– maybe you don’t want to
talk about that stuff. But I mean I would love to see
what you guys think, too. Brian you can kick it off. BRIAN KAMINSKI: With college
students you don’t necessarily see all that many companies
that have gone out of business, that find their way
on their resume lines. As long as it’s something that’s
going to be supportive of you and tell a little bit
more of your story I think it’s important to put
that on there. If it’s not a business and
that comes up in the interview, you can definitely
talk about it, and what your role was there, what
impact you made. And then if some things have
happened after you left– that’s the way things go. There are a lot big companies
out there that have since gong out of business– or even small ones. I think a lot of people would
say, yeah, I was very happy with my time that I was there. If you were part of the team
that was there when everything closed down then you probably
got a pretty good story about what you’ve learned
along the way. So I think all that adds to your
experience and what you bring it to candidate. So definitely talk about it. JEFF MOORE: Absolutely. Alice, you want to add
anything on that? ALICE: Yeah, I agree. I don’t think it’s necessarily
so much the title of where you worked versus the impact. I think a lot of new grads will
list things like, I was the owner of my self-made
startup, right? Or me and a couple
of my friends put together this website. And we’re looking for is what
did you actually do. Right? Did you write the small tool in
the Open Source community? What languages did you use? That’s what’s most important to
us on the engineering end. So I don’t think it’s too big of
a deal if the company’s out of business, you can still
tell us what you did. JEFF MOORE: Right, absolutely. Cool. All right, let me look at some
more questions here. We have so many which
is awesome. Thank you all who submitted–
even those of you that don’t get answered. It’s a really awesome question
from Johann in France. And hopefully Johann’s
listening– keeping it European over here. Is it a good idea to put a QR
code instead of the picture? What do you guys think about
QR codes on resumes? We can all look at our
smartphones and be like [INAUDIBLE] [? but you know. ?] Alice, what do you think? ALICE: I think it’s a
very, classically, Googley thing to do. If it links to your own personal
website– wonderful. I’m sure a couple engineers if
they see it would hold up their phone and scan it in. It’s not necessary, but
I don’t think it would hurt at all. I think it would
only be a pro. BRIAN KAMINSKI: I have a QR
code on the back of my business card. It’s a good piece
of conversation. If nothing else it gives you
another way that somebody can access your information. And if it links to just
an electronic version of that website– maybe that’s something that
gets saved by someone who looks at it. Whether that’s somebody like
me looking at it or whether you have it or even if you can
just pull it up and say, here, scan the QR code that’s on my
phone, and that links to the resume if you meet somebody. Talking about in some
sort of a networking event or another thing. It’s a quick way to access
your information. You might not always have a
paper copy, and it’s something that’s out there. So it’s an opportunity. There’s all kinds of cool
stuff with technology. So being a tech company we
enjoy when people have interesting and different ways
of giving us that information. JEFF MOORE: Yeah, I think I
want to add one cautionary tale on the QR code. If you’re doing a resume I think
I’d probably recommend people not just send in a QR
code and nothing else. Or like, hey, I rock,
here’s my QR codes. Like OK– that’s great. I think that kind of thing is
really a helpful addition to a traditional resume or
supplement, so to speak, as opposed to a substitute. I certainly have seen people
send in quote unquote “resumes.” It’s just a link,
like something else. It’s like OK, I dont know
what this link is. So I think you want to be
a little cautionary tale on that one. So I guess we’ve got about
5 minutes left. We’ve got one question here that
I think actually wraps up the conversation really well. So unfortunately we’re not going
to get to take any live questions this Hangout. Hopefully we can get through
a few tomorrow. But for anybody joining late
again, we are broadcasting live by Google Hangouts,
talking about resume preparation. Last one– Brian, we’re going to start
with you, and I’m going to hold you guys to this one– is if you had five essential
qualities that make a good resume, what would they be? And that was from
[? Von Disilva ?] in Switzerland. So keeping it European–
apparently all the West Coast students are still in bed. BRIAN KAMINSKI: It’s
going to happen. It’s still a break for
a lot of them. So five of them. All right. Well, my five would be– first and most important is that
your resume focuses on the impact you’ve had. I think that’s really
the key part. Is that it tell what you’ve
done, and how you made a difference. The second thing is that it
talks about your actions. What you actually did there,
and not what your job description was or what you
we’re supposed to do. Because again, like I said
earlier, we see a lot of consistency in terms of titles,
but we want to know how you were different
across the board. Third on there is that
it should be concise. That you get to the point and
that you’re very clear about what you’re trying to convey. The fourth one that I would
say is that it’s well structured. That you break it into logical
areas– whatever that works. for you. And then the last thing that
I would say is that you prioritize it. Because from the top to bottom,
left to the right, you look for the information
that you’re most interested in at the time. And then as you go down each
area or each bullet point– then you look for a
little bit more. Some people may never get to
that last line in your resume. That’s disappointing but that
sometimes the way it goes. They may look at just the first
two big sections of it or they may look at
just one or two bullets from each section. So just being aware of the fact
everybody looks a little different you meet with the
most important stuff. So those would be my five. JEFF MOORE: Awesome. Alice? Besides coding, coding, coding,
and more coding. ALICE: That’s going to be
a tough one to follow. I know this one’s a little
obvious, but since we get resumes from all around the
world– and that’s what makes Google great– I would say, make sure when you
apply to any company that your resume is in that language
of whatever office you’re applying to. In general it’d be nice if most
resumes can be translated to English for Google. Just because we are based
in Mountain View. It just takes a couple extra
seconds for a recruiter to translate it, but keep in mind
you want to provide all that information upfront and
make it easy. right? For new grads I always say make
your education obvious. Because a lot of times people
will list the university and some kind of grad date– but
we can’t actually tell what degree program they’re in or if
they continued on through their masters, when they’re
planned graduation date is. So keep that pretty obvious
because there are different processes for different types
of grads at Google– intern versus full time,
for example. I think for software– I always say show me as much
information as possible that demonstrates that you have
strong CS fundamentals. That’s kind of the number one
thing we look for at Google– in addition to coding skills,
in addition to great communication and problem
solving skills. But like I said, we are
a technical company. Show us what are examples of
strong CS fundamentals. Is it the grades you got
in these classes? Is it the work experience? Is it the cool things you’ve
done in your basement– hacking on the Android
platform? Show us examples of that. The last thing for the engine
of things is really just to keep it technical. Right? I keep reminding students,
don’t bother with lengthy objective statements and
things like that. Engineers are reading it. They want to take a quick
glance and see, is your experience relevant to what
we’re doing at Google. Right? Is he worth the phone interview
or an onsite interview or a phone call? So keep it as technical and
to the point as possible. And I don’t think that’s five,
but I think that wraps up my end of things. JEFF MOORE: All right,
so I lied. We’re going to take two
more questions– just to keep you guys
on your toes. And I just wanted to add
one point on the five things for a resume. I think– Brian, you mentioned it– the
making your best thing show. I mean I’m a huge proponent of
whatever your best attribute, your best experience– whether it’s oh, yeah, I went
to MIT or I went to wherever or worked at Google– whatever your best attribute
is ought to pop right on the top. Because you’ve got one chance. I want to see that
best [INAUDIBLE]. So we’ve got two more quick
questions, and we’re going to hit them really quick because I
know you guys have got other meetings today, too. And I really appreciate you
being here with me. First one– what are some resume red flag
mistakes that people make? That one’s from Greg. I’m just going to say
myself, on not one, atrocious spelling errors. That one just kills me. And it’s always like, ugh. Because even if I don’t catch
it, somebody else does, and invariably someone else is like,
this person said I have great attention to detail and
they spelled attention wrong. So that’s my big one. BRIAN KAMINSKI: And Jeff,
you’re right on that. That’s not necessarily the one
that I will look at, but it’s amazing how in some ways that
can be something that somebody will look at. And that will totally
shape their impression of a candidate. So anything that you can
do to avoid that is really, really helpful. One thing that I would always
say, is take your resume and read it out loud, and
read it backwards– word by word– so that
you spot some of those weird things. And then give it to a
friend and ask them to do the same thing. Because eventually– I stared at my resume so
many times I don’t even see stuff anymore. So put those blinders on. I think the big one for me– in addition to some of that
typos and things like that– is reading a biography. Is when people stream paragraphs
together– especially from an undergraduate
resume– It’s just if I wanted to read
the biography, I’m sure that 25 years from now there’s going
to be a great book out there, and I’m going
to pick it up. But for now, we’re looking for
something short, concise, to the point, that’s going to give
us the information we need and easy to find it. So really focusing on that
bullet pointed resume is what I look for. All right, Alice. You got one red flag? ALICE: Yeah, I think it’s going
off the bullet points that it’s listing. My big red flag is when
engineers list every CS skillset they can think
of under the sun. I think it’s because
traditionally they’re thinking maybe some kind of robot is
parsing these resumes. We review all resumes
at Google by hand. So when I see a list of 25
words, it basically tells me I have no idea what
this candidate’s strengths actually are. Right? He lists 10 languages, 15
operating systems, and a lot of jargon words like “agile,”
and “scrum.” What does he actually do on a daily basis? I have no idea. And if I can’t tell
in a quick glance what are his top skills? What are the languages
he actually used in these projects? That’s actually a negative. So I would actually caution
to not list. To only list things you’ve
actually used. No need for laundry lists. JEFF MOORE: Cool. All right, and now really,
last question. I promise. This one comes from [? Kara ?] and Alice this one’s going to be
pretty much for you and I. And I’m going to start it off
because I haven’t done one. And her question is, what if
I haven’t had substantial technical experience? Is there anything I can do to
make my resume compelling enough for an interview? And I think that’s
a great question. That’s a really hard question. For me I think that goes back
to detail in your resume. Right? Explaining in detail what you’ve
done that’s relevant to a technical interview
so that I’m going to want to interview. And really pushing a little
bit harder on that. I think the other thing that I
think about is excitement. Right? So you don’t have to have a CS
degree or all of these things, if you’re excited about
the technology. You went out and you downloaded
the Android SDK, and you’re learning how to hack
on it, And you’re getting better at these kinds
of things. Maybe that shows you haven’t
had all the technical experience that we might expect,
but you’ve got the passion and the fire
and the ability to go learn that stuff. And maybe you’re
worth a chance. And I think that that’s the
things that I would recommend. I don’t know if you’ve got
anything else that you want to add to that. ALICE: I absolutely agree. I think it’s showing us how many
positive indicators that we can gather right from a quick
look at your resume. A lot of new grads, quite
frankly, will come into Google with the resumes that almost
literally have no internships– right– or work experience. All we know is they went to
school somewhere, and they’re getting some sort of relevant
degree, and they’re applying for a software role. So what makes us want
to interview them? A lot of times it’s how much
detail they are listing and that super heavy class project
they participated in or maybe there was a random Hackathon
at school. Maybe they participated
in this weird contest online, right? And then there’s a link to it. Any kind of indicator that
basically tells us you’ve touched or are interested in
messing around with software, I think is a positive thing. I don’t think it’s mandatory
that every new grad at Google have three internships
et cetera. Do a lot have them? Yes. Do I hire a lot of candidates
with absolutely no work experience, and who just showed
a lot of potential in the classroom, for example? Absolutely. So there is no tried and
true formula, right? We hire bioinformatics guys,
and math majors, and people outside science sometimes with
random dual degrees in music. I think the most important
thing is having touched software at some point and
showing us that you have any kind of capacity. JEFF MOORE: Absolutely. BRIAN KAMINSKI: I just wanted
to add a couple of things on that. Because it’s very similar in the
non-engineering side, too. At Google there are
a lot of roles. Everything from engineering
roles, but also on the staffing programs. All those sales, marketing,
finance– those groups– that need education
experience. All that kind of stuff,
but maybe not an engineering degree. So if you don’t have that
necessarily technical experience, there’s a lot
of roles out there. But Google also offers a lot of
programs where you can get experience. Things like Summer of Code,
Google Code Jam. But then also on the
non-engineering side– there’s the Google Online Marketing
Challenge. An opportunity where you can get
AdWords money and go find a local business or something,
and start learning the system. So there’s all these
programs out there. Lots of companies offer them. It’s a great way to get your
foot in the door and learn some of these skill sets that
you might not be able to get from maybe a professional
experience, but you can do on your own. Taking that initiative is
really, really important to people that are reviewing
resumes and taking a look at them because that shows
an interest outside of the classroom. Something you’re passionate
about, and excited about, and you’ve really gone to develop
that on your own time. And I think that’s just as
important as maybe that professional experience or
professional technical or professional advertising–
or anything like that– experience. JEFF MOORE: Awesome. Cool. No, those are all really
great tips. And we’re now done. I just want to thank you guys in
particular for joining the Hangout on the Air– live, talking about
resume prep. It’s really exciting to be doing
this for the first time, especially with you
guys which I know. Which is awesome. And again, thank you. And for anybody out there
listening that wants a little bit more of this– tomorrow at 1 o’clock Pacific,
we’ll be doing another Hangout on the Air talking about
technical interviewing. And going a little bit deeper
into the technology. So again, Brian, Alice– thank
you guys so much– and anybody out there listening. Hopefully we’ll see you
tomorrow, and maybe we’ll have some time to take some live
questions as well. And talk to you guys later. BRIAN KAMINSKI: Thanks
Jeff, it was great. Have a good one. JEFF MOORE: See you, guys.

About Ralph Robinson

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49 thoughts on “Hangouts On Air: Google Recruiters Share Resume Tips & Tricks

  1. @arulanandcisco so you expect google to call every single candidate and interview them? do you know how many people apply to google?

  2. Enjoyed the video. All great tips. I'm the typical victim of the acronym list. I think its a geek thing…we pride ourselves in tracking how many languages, technologies and paradigms we've had experience with. Hard to shave that hard-earned stuff off a resume for the sake of 'convenience' – or perhaps more nicely put – relevance and sharpness. But I agree with it as a reality, dependent on whom I'm applying for.

  3. I would like to request a hangout on air because I want to talk about technology in Spanish and things in the world acontescan

  4. This is great!! With regards to spelling…what if you're from Canada/Britain and thus spell things differently… color vs colour?

  5. This is relevant however in India, a lot of emphasis is given on what you doing currently versus your overall profile. A lot depends on whose reading your resume. Thanks for sharing the video.

  6. Hours of revision, finding the right “action words”, reducing margins by another millimeter, and trying just one more font style…so goes those resume woes. If this sounds like you – we’re here to help! 

    Google Goes Back2School: Review that Technical Resume! to the rescue with advice on how to make yourself look as awesome on paper as you are in real-life: http://goo.gl/nPHCom

    Interested in learning more about opportunities at Google? Check out our student job site and apply today: http://www.google.com/about/jobs/students/

  7. I am still learner.
    But still i would like to join Google.
    Can you  give me an Exact idea for applying. I am Good in Networking…

  8. Here's a question…. how come google hardly hires qualified black applicants for any of their positions.

  9. still preparing  to apply for an internship. Still just a fast learner, don't really have that Googleyness as yet. 

  10. Im double majoring in International Business and Management. I graduate in May 2015. Im not exactly what position to even apply for

  11. #1 tip – Avoid recruiters and any company that uses them. Just find a smaller company that runs their own ads and does their own interviewing with the job managers.

    If a recruiter is involved it is because the job is hard to fill, due to the job sucking major donkey cock, or the salary is WAY too low. Those are the only real reasons for a recruiter to be involved, so you should simply avoid recruiters and the companies that pay their absurd fees.

  12. the dude on the left is un-layable, but luckily, he is married to a fat ugly girl. The Asian chick has that old-school 1950's american first name (Alice), and then her asian last name.

  13. it is very good way to train new students who want to join google world i am a columnist in Pakistan i write i Urdu Lunguange i would like to join google world

  14. Can you please tell me the qualification or skills required to work at Google?
    Please tell me it's my dream to work there.

  15. This session is really helpful! I'm a law graduate (LLB) from England and am at the end of my gap year in Hong Kong and I am studying a Masters in Law this September in England. I have worked at various legal and commercial firms.
    I am also very interested in working at the American office at Google but I'm not sure if my British/ Hong Kong citizenship would be seen as disadvantageous compared to the local applicants. What is the general recruitment process for non American candidates and does Google have a preference regarding different citizenships?

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