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比起文凭,Google更重视什么?

时间:2022-4-9 作者:爱思英语网

Google is consistently rated the best place to work. So you need a degree from Harvard to get in the door, right?

Google一直被觉得是最好的工作地址,这是不是意味着,只有哈佛大学毕业生才能如愿踏进Google大门呢?

Not really, according to Laszlo Bock, Google’s Head of People Operations.

Google人力运营部主管拉斯洛·博克(Laszlo Bock)表示,并不是这样。

When the company was small, Google cared a lot about getting kids from Harvard, Stanford, and MIT. But Bock said it was the "wrong" hiring strategy. Experience has taught him there are exceptional kids at many other places, from state schools in California to New York.

在Google还是一个小企业的时候,过去很重视哈佛、斯坦福、麻省理工等名校的文凭。但博克觉得,这种招聘方案是不对的。经验告诉他,在一些别的地方,譬如加利福尼亚或纽约的公立学校中,也会有一些天分超常的人才。

比起文凭,Google更重视什么?

"What we find is the best people from places like that are just as good if not better as anybody you can get from any Ivy League school," said Bock, who just authored a book titled "Work Rules!" and sTOPped by CNNMoney to share his smarts.

“大家从这类地方招聘的人才即使不比常春藤盟校(Ivy League school)的学生更出色,至少也与他们通常出色。”博克刚写了一本名为《工作法则》(Work Rules!)的书,他在美国有线电视新闻网(CNN)财经频道做客时推荐了他的智慧哲学。

Every year, 2 million people apply to get a job at Google (GOOG). Bock himself has seen some 25,000 résumés.

每年都会有两百万的人到Google公司求职,博克本人已经看过2.5万份求职简历。

So what else does Google not care about:

那样Google招聘中不重视的还有什么呢?

Grades: Google’s data shows that grades predict performance for the first two years of a career, but do not matter after that.

分数:Google数据显示,分数只能预测职业生涯刚开始两年的能力,此外,毫无意义。

Brainteasers: Gone are interview questions such as: Why are manhole covers round? or How many golf balls can fit in a school bus? "Our research tells us those questions are a waste of time," Bock said. "They’re a really coachable skill. The more you practice, you get better at it."

智商问答:Google不再出如此的应聘题了:为何井盖是圆的?或者是:多少个高尔夫球能装满一辆校车?博克说:“大家的调查显示,这么问纯粹是费时。由于这类是可以通过练习提升的技能,你训练得越多,就能答得更好。”

A shoe: "Somebody sent me a shoe once with a résumé tucked inside because they wanted to get their foot in the door." That one didn’t work.

一只鞋:“有人曾把简历塞在一只鞋里寄给我,意思是他们想踏进Google这扇门。”如此做当然没能奏效。

Or a robot: Especially when it arrived broken, with exposed wires and a "press here" button. Call in the bomb squad.

一个机器人:特别是那些寄来时已经坏了的,电线露在外面,上面还有一个“按这里”的按钮,于是大家只好给防爆小组打电话了。

Here’s what Google does care about:

以下这类才是Google真的重视的:

Problem solvers: Your cognitive ability, or how well you solve problems.

能解决问题的人:拥有认知能力或是可以排忧解难的人。

Leaders: The idea is not whether you were president of the student body or vice president of the bank, rather: "When you see a problem do you step in, help solve it," and then critically, "Are you willing to step out and let somebody else take over, and make room for somebody else? Are you willing to give up power?"

有领导能力的人:这不是说你得是学生会主席或是银行副总理,而是“当你遇见问题时能否介入,帮解决问题”。然后是眼光要犀利,“可以退出来让其他人接管吗?可以让坐落于其他人吗?可以放弃权力吗?”

Googleyness: That’s what Google calls its cultural fit. It’s not "Are you like us?" Bock said. "We actually look for people who are different, because persity gives us great ideas."

具备Google精神(Googleyness)的人:这点被Google称作文化契合度。它并非“你和大家是否一样?”博克说:“事实上,大家在探寻和大家不同的人,由于多样性能给Google带来卓越的想法。”

What’s most important is that people are intellectually humble, willing to admit when they’re wrong, and care about the environment around them …"because we want people who think like owners not employees," Bock said.

非常重要的一点就是:理性的谦逊,想承认自己错了,关心周围的环境……博克说:“大家想要的是那些拥有主人翁心态而不是雇员心态的人。”

The least important thing? Knowing how to do the job.

最无关紧要的一点是什么?只了解怎么样工作的人。

"We figure if you get the first three right you’ll figure it out most of the time."

“大家觉得一旦你拥有了前三点,基本上就可以势如破竹了。”

Vocabulary

exceptional 杰出的

manhole cover 井盖

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