Planet Singapura

How to Get a Job at Google

Posted in think, job vacancy by Blogger on the February 25th, 2014
LAST June, in an interview with Adam Bryant of The Times, Laszlo Bock, the senior vice president of people operations for Google — i.e., the guy in charge of hiring for one of the world’s most successful companies — noted that Google had determined that “G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. … We found that they don’t predict anything.” He also noted that the “proportion of people without any college education at Google has increased over time” — now as high as 14 percent on some teams. At a time when many people are asking, “How’s my kid gonna get a job?” I thought it would be useful to visit Google and hear how Bock would answer.

Don’t get him wrong, Bock begins, “Good grades certainly don’t hurt.” Many jobs at Google require math, computing and coding skills, so if your good grades truly reflect skills in those areas that you can apply, it would be an advantage. But Google has its eyes on much more.

“There are five hiring attributes we have across the company,” explained Bock. “If it’s a technical role, we assess your coding ability, and half the roles in the company are technical roles. For every job, though, the No. 1 thing we look for is general cognitive ability, and it’s not I.Q. It’s learning ability. It’s the ability to process on the fly. It’s the ability to pull together disparate bits of information. We assess that using structured behavioral interviews that we validate to make sure they’re predictive.”

The second, he added, “is leadership — in particular emergent leadership as opposed to traditional leadership. Traditional leadership is, were you president of the chess club? Were you vice president of sales? How quickly did you get there? We don’t care. What we care about is, when faced with a problem and you’re a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else? Because what’s critical to be an effective leader in this environment is you have to be willing to relinquish power.”

What else? Humility and ownership. “It’s feeling the sense of responsibility, the sense of ownership, to step in,” he said, to try to solve any problem — and the humility to step back and embrace the better ideas of others. “Your end goal,” explained Bock, “is what can we do together to problem-solve. I’ve contributed my piece, and then I step back.”

And it is not just humility in creating space for others to contribute, says Bock, it’s “intellectual humility. Without humility, you are unable to learn.” It is why research shows that many graduates from hotshot business schools plateau. “Successful bright people rarely experience failure, and so they don’t learn how to learn from that failure,” said Bock.

“They, instead, commit the fundamental attribution error, which is if something good happens, it’s because I’m a genius. If something bad happens, it’s because someone’s an idiot or I didn’t get the resources or the market moved. … What we’ve seen is that the people who are the most successful here, who we want to hire, will have a fierce position. They’ll argue like hell. They’ll be zealots about their point of view. But then you say, ‘here’s a new fact,’ and they’ll go, ‘Oh, well, that changes things; you’re right.’ ” You need a big ego and small ego in the same person at the same time.

The least important attribute they look for is “expertise.” Said Bock: “If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an H.R. person or finance person, and they have no content knowledge, and you compare them with someone who’s been doing just one thing and is a world expert, the expert will go: ‘I’ve seen this 100 times before; here’s what you do.’ ” Most of the time the non expert will come up with the same answer, added Bock, “because most of the time it’s not that hard.” Sure, once in a while they will mess it up, he said, but once in a while they’ll also come up with an answer that is totally new. And there is huge value in that.

To sum up Bock’s approach to hiring: Talent can come in so many different forms and be built in so many nontraditional ways today, hiring officers have to be alive to every one — besides brand-name colleges. Because “when you look at people who don’t go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people.” Too many colleges, he added, “don’t deliver on what they promise. You generate a ton of debt, you don’t learn the most useful things for your life. It’s [just] an extended adolescence.”

Google attracts so much talent it can afford to look beyond traditional metrics, like G.P.A. For most young people, though, going to college and doing well is still the best way to master the tools needed for many careers. But Bock is saying something important to them, too: Beware. Your degree is not a proxy for your ability to do any job. The world only cares about — and pays off on — what you can do with what you know (and it doesn’t care how you learned it). And in an age when innovation is increasingly a group endeavor, it also cares about a lot of soft skills — leadership, humility, collaboration, adaptability and loving to learn and re-learn. This will be true no matter where you go to work.


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A Happier Person

Posted in fitness, FFLetsGetPersonal, fitness first, personal trainer, strength training by ninit on the February 20th, 2014
Kemarin sempet diinterviu di tv dan hostnya nanya manfaat apa yang saya rasakan setelah lari? Jawaban spontan yang keluar dari mulut saya adalah, “lari membuat saya lebih bahagia.” Yes, running makes me happy. :) Beneran deh, dari semua manfaat lari yang ada di nomor 1, padahal duluuu sebelum memulai lari yang kebayang… boro-boro bikin bahagia, […]
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Home Reno - Week 12

Posted in home reno by Blogger on the February 15th, 2014
We found out that we have to change almost all of the old utility piping. That means extra time and money, and we certainly couldn't keep the existing ground floor's tile. Although at first I wanted bare concrete floor (which now seems like a good excuse to make one), but we finally decided to use new floor tiling. We chose granite tile in broken white color to match the tiles on upper floor
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“In 2000 “never heard of it” meant pass. In 2014, if there’s something I’ve never heard of, my heart…”

Posted in Planet Singapura by Andre P. Siregar on the February 13th, 2014
“In 2000 “never heard of it” meant pass. In 2014, if there’s something I’ve never heard of, my heart quickens as I go to download the app, visit the URL, buy the hardware, etc.”

- “Never Heard of It, Must Not Be Big” Has Never Been More Wrong | LinkedIn
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NEW ARRIVALS inaku Passport Wallet

Posted in inaku™, wallet by Blogger on the February 11th, 2014
See them all HERE
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(via parislemon)

Posted in Planet Singapura by Andre P. Siregar on the February 11th, 2014

(via parislemon)

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lego boy and girl

Posted in Planet Singapura by nuuul on the February 10th, 2014
kemaren baru nonton lego movie.reian gambar lego boy and girl kata nya :D
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10 Mitos tentang Pengelolaan IT

Posted in Planet Singapura by Andre P. Siregar on the February 9th, 2014


Saya baru membaca sebuah whitepaper dari Deloitte tentang mitos-mitos dalam pengelolaan IT. Whitepaper ini menarik karena saya melihat banyak perusahaan masih mengelola IT dengan konsep-konsep yang sudah tidak sesuai lagi saat ini. Penting bagi kita untuk mengulas apakah yang kita lakukan hari ini masih sesuai dengan kondisi lapangan dan trend ke depan.

Berikut ini ringkasannya:
  1. Mitos: Seorang Chief Information Officer (CIO) yang baik adalah juga seorang “chief technologist”.
    Kenyataan: CIO yang baik pertama-tama adalah seorang pemimpin bisnis. Dalam peran ini, CIO mengelola pelayanan teknologi untuk memberikan nilai tambah kepada perusahaan.
  2. Mitos: Strategi IT harus mengikuti strategi bisnis. 
    Kenyataan: Strategi IT dan strategi bisnis saling berkaitan. Maka, dalam pembuatan dan perencanaan strategi bisnis, CIO harus dilibatkan. 
  3. Mitos: Enterprise Architecture dilakukan oleh IT untuk IT.
    Kenyataan: Enterprise Architecture adalah sebuat aktifitas yang fokus kepada bisnis dan berusaha untuk meluruskan hasil IT terhadap hasil bisnis.
  4. Mitos: Biaya IT terlalu mahal.
    Kenyataan: Untuk menyimpulkan apakah biaya IT terlalu mahal atau tidak, diperlukan pemahaman terhadap apa persisnya biaya yang dikeluarkan dan kenapa biaya tersebut dikeluarkan. Ini bukan informasi yang mudah didapat karena biasanya terdapat banyak biaya IT yang “hidden” dan harus digali. Setelah itu, perlu adanya evaluasi apakah biaya IT tersebut memang didorong oleh aktifitas bisnis yang sesuai.
  5. Mitos: IT tidak membuat nilai bisnis. 
    Kenyataan: IT dapat memberikan nilai kepada perusahaan melalui pengurangan biaya keseluruhan dan dengan menciptakan produk atau layanan baru yang dapat meningkatkan pendapatan. Contoh: IT dapat membantu perusahaan untuk mengotomasi proses manual, membantu pembuatan keputusan dengan memberikan informasi yang cepat dan akurat, menambah kepuasan customer dengan inovasi, dan lain-lain.
  6. Mitos: IT harus membuat prioritas dan membuat keputusan terhadap investasi di IT.
    Kenyataan: Pemimpin-pemimpin Business Unit harus aktif berpartisipasi dalam memprioritisasi investasi di IT dan dalam melakukan IT governance. Kolaborasi antara bisnis dan IT harus terjadi sehingga investasi di IT terjadi sesuai dengan prioritas bisnis dan memperhitungkan strategi perusahaan, resiko bisnis, urgensi, dan aspek finansial.
  7. Mitos: Kinerja IT delivery adalah adalah sesuatu yang tidak dapat diukur.
    Kenyataan: Kinerja IT delivery dapat dan harus diukur terhadap hasil bisnis yang diciptakan.
  8. Mitos: Persaingan talent di IT adalah threat yang sangat besar.
    Kenyataan: Trend mengatakan bahwa IT akan bergerak dari sebuah unit pengembang dan pengelola teknologi menjadi unit yang membeli produk teknologi dan memfasilitasi penggunaannya. Keahlian dan peran dari orang-orang IT juga akan berubah. Misalnya, keahlian dalam software development akan  menjadi keahlian dalam relationship management. Technical leadership akan berubah menjadi leadership dalam change management. Maka, untuk memastikan tersedianya IT talent di saat yang dibutuhkan, perusahaan harus menggunakan pendekatan sumber daya manusia yang tepat. Misalnya bermitra dengan vendor di area-area tertentu, menerapkan cara baru dalam memotivasi karyawan, dan lain-lain.
  9. Mitos: Outsourcing (alih daya tenaga kerja) adalah sebuah solusi yang dapat diimplementasikan dengan cepat.
    Kenyataan: Implementasi oursourcing secara terburu-buru dapat menimbulkan kesulitan di jangka panjang. Perusahaan harus mengkaji dengan seksama bagian mana yang harus di-outsource, dan menstruktur kemitraan outsourcing sesuai dengan hasil bisnis yang ingin dicapai.
  10. Mitos: Transformasi perusahaan melalui implementasi sistem IT besar selalu gagal.
    Kenyataan: Implementasi sistim IT yang besar dan kompleks untuk melakukan transformasi memang tidak mudah. Tetapi sukses dapat dicapai dengan pendekatan yang benar, antara lain: adanya akuntabilitas, dukungan dan keikutsertaan dari pemangku kepentingan (stakeholder), penetapan scope yang tepat, business case yang kuat, dan pengelolaan vendor yang baik.
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safari zoo run 2014

Posted in Planet Singapura by nuuul on the February 9th, 2014
race pack untuk safari zoo run 2014sekarang kita ke hong bao run dulu yaa :D
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Sepuluh Tahun

Posted in anniversary, daily living by ninit on the February 8th, 2014
Hari ini, sepuluh tahun ngupas bawang sama adit. Looking back, banyak hal menyenangkan dan diseimbangkan dengan hal-hal yang kadang bikin kami nangis. Sepuluh tahun istimewa… jadi kami staycation di hotel yang ngga jauh dari rumah. Acara 10 tahunan ini, jalan-jalan ke GI. Nonton… makan. Selebihnya di hotel aja berdua. Anak-anak dititipkan sama mertua. Iya, butuh […]
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