We were delighted when Google offered to open their doors specifically to leavers of the Armed Forces to share their knowledge of their industry and about life working at Google. The CTP worked with Google beforehand to establish which technical and IT skill sets and experience Service leavers should have and who would make the ‘ideal’ candidates to invite along to the event and get the most out of the day. This was important to Google, who wanted to target the event to individuals with a strong IT/ Communications background and invitations to apply for a place by submitting CVs were sent out to those Service leavers who fitted the criteria.
Google structured the day exceptionally well with three ex-military presenters (Head of Sales, Technical Manager and Marketing Manager (US Navy)) who attended to talk about their transition from the military to Google and general life working at Google. This was an extremely interesting session as it was clear that Google place emphasis on the individual and their skills and experience, rather than qualifications. In fact, the only thing the presenters had in common was that they all came from a military background!
Following the ex-military presenters, a Google head-hunter gave an overview of the company’s recruitment and selection process. He also talked about what a great CV looks like for Google, qualifications versus experience and Google competencies. Perhaps one of the most insightful elements of this overview was what Google call their ‘3 areas of success’, which forms part of the selection process:
1. Cognitive Ability; problem-solving and whether this is natural ability or academic.
2. Track Record of Success: promotions, showing expertise, constantly growing and developing, career development.
3. What Makes you Different: sports achievements, activities outside of work, charity work, musical ability etc. In fact, anything the candidate is involved in that is not work related!
Understanding and demonstrating these areas is a must for anyone wishing to apply for a position working at Google. Service leavers were also treated to anecdotes about how previous applicants have tried to stand out in the recruitment process; for example, one candidate left a ceramic garden gnome on the doorstep outside the Google offices, which had to be smashed in order to get the CV from inside!. Interestingly, Google are quite traditional in what they says stands out in a candidate’s CV, saying that it should be no more than 2 pages with the main experience on the front page, and if it’s a functional CV, to ensure that a career history is added. This may sound familiar to those who have already attended a CTP Career Transition Workshop!
Following the presentations and overviews, Service leavers were assigned to a Google recruiter for one-to-one advice and guidance. Approximately twelve Google recruitment team members and all the presenters were on hand to provide individual advice to all attendees. Each Service leaver got at least half an hour with a member of the team during which time they were coached and given feedback on their CVs, and also discussed their career aspirations, whether this was with Google or elsewhere within the IT industry.
One of the most fascinating parts of the day was the tour of both Google offices. Service leavers got the opportunity to see inside the famous Google offices including the coffee lab, garden room (complete with boats and hammocks to relax in!), beach huts and double-decker bus meeting rooms, games rooms, sleep pods, music/recording studio, ‘Starship Enterprise’ floor, gym, massage rooms, snack stations and many restaurants including the Sushi station run by Japanese chefs! As you can imagine, all were very impressed; however, the point was made time and again that at Google, the traditional 8 or 9 hour working day rarely exists.
During and after lunch, Service leavers were able to network informally with Google employees. Many swapped contact details and have been in touch since for advice and networking. Google explained they get 75,000 applications per week and for every graduate opening they have 1,000 applications. For the company to open their doors to Service leavers was priceless.