Criteria Used By Google To Select Its Candidates

Google is known for its rigorous recruitment process and high standards for hiring.

The human resources division of Google has focused on benefitting the company’s core operations by hiring and keeping only the finest and by placing a premium on employee happiness.

It’s well-known that Google has a strategic approach to HR where it has built an employee-centered culture, with employee empowerment at its foundation. Also, this tech giant emphasizes finding individuals who are a good fit with the company’s culture and values while ensuring diversity and inclusivity in its hiring process.

Google’s recruitment strategy contemplates hiring only the brightest people and prioritizes talent above experience. The company’s recruiting strategy seeks to identify the most qualified and suitable candidates through a process that may include multiple rounds of interviews, coding challenges, and assessments of a candidate’s past work experience and education.

In this article, we’ll explore the hiring criteria used by Google to select its candidates and the overall hiring process.

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Fit for the Job

Google looks for candidates with the skills and experience necessary to succeed in the role they’re applying to, which means having not only the required technical skills but also the ability to think critically, solve problems, and communicate effectively.

Additionally, this giant values diversity and looks for candidates who can bring unique perspectives and experiences to the table.


Cognitive Skills

Google has a “skills-first” hiring criteria. In an interview, Jess Penkhues, a recruiter at Google pointed out: “We are primarily looking for skills, not specific qualifications or previous experience”

Cognitive skills, such as having the ability to learn quickly, think abstractly, and deal with uncertainty are essential for success at Google, as the company is constantly pushing the boundaries of what’s possible and dealing with complex and rapidly changing problems.

Leadership Skills

Google values leadership and looks for candidates who can take initiative, inspire others, and drive results. The company encourages the concept of “smart creatives” – individuals who are not only technically proficient but also able to think strategically and lead others to achieve common goals.


“Googliness” is a term used to describe the company’s culture and values, which include a passion for technology, a focus on innovation, and a commitment to making the world a better place. Google looks for candidates who embody these values and can thrive in its unique and dynamic work environment.

Related: Business Case – Interview Carmen Guerrero

The Hiring Process

Google has an established methodology and process concerning their recruiting efforts in which they combine several methods in a step-by-step system that goes as follows:

  1. Resumes and cover letters: Candidates submit their resumes and cover letters through the company’s online application system.
  2. Interviews: Google conducts several interviews with candidates to assess their qualifications and fit for the company.
  3. Behavioral Interviews: To evaluate the candidate’s past performance, problem-solving skills, and leadership skills, Google conducts behavioral interviews based on the candidate’s past behavior and experiences.
  4. Technical assessments: Google may also administer technical assessments to evaluate a candidate’s skills and qualifications in specific areas, such as programming or data analysis.
  5. Reference checks: Google may contact references provided by the candidate to gather additional information about their qualifications and work history.
  6. Background checks: Google may conduct background checks on candidates to verify their work history and educational credentials.

The overall process seeks to help Google identify the best candidates for a particular role and ensure they are a good fit for the company’s culture and values.

This tech giant has a defined methodology to ensure that they are hiring the best talents to boost the company’s growth and support its progress. But, after all, what does it take to land a job at Google? Let’s understand the main elements that Google included in its hiring strategy roadmap.

1. Self-Reflection

Before applying for a job at Google, the company suggests each candidate takes some time to reflect on their skills and experience, identify strengths and weaknesses, understands their motivations and goals, and consider how they can contribute to the company’s mission and values.

Related: Qualities of the best CEOs

2. Job Searching

Google emphasizes giving the candidates the information they need about the company culture, values, and philosophy so they can know the company better before searching for a job position. This way, Google aims to ensure that each candidate lands a job that’s at the intersection of who the company and the prospect are.

3. About the CV

On its career website, Google recommends all aspiring candidates create a new and specific CV for each job position so they can accentuate their skills and experience that fit best with the role they are applying to. Also, they suggest adding data and specific details about previous projects.

4. Online application system

This giant tech encourages candidates to focus on the jobs that delight them instead of submitting dozens of applications. Google has its unique careers search tool that aims to centralize the information about the candidates and the available job positions.

5. Interviews

Interviews are a crucial part of the hiring process at Google, and they are a way in which this company assesses the prospects, and despite this being a phase of the recruiting strategy, Google also uses assessments, short virtual chats, and project work to evaluate the skills and see if the candidate and the role are a match.

6. Decision and Offer

After the interviews, the last step in this process is for Google to decide which candidate is best for each vacancy. With that in mind, the recruitment team follows to deliver their offer to the final candidates and when accepted, the onboarding team jumps in to guide them through compensation, benefits, badging, insurance, and other aspects of becoming a Noogler.

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