accounting and experience with web-based course delivery and instructional technology are highly desirable. Learning Management System experience preferred, Moodle experience highly preferred. Ability to use Sage 50/QuickBooks and SAP software is very desirable. To Apply greatest strengths (which he answered as programming Skills) and nis greatest weakness (he didn't have one prepared to discuss) were. Walter considered this a structured interview since one of the interviewers from Small-Time College said she was responsible for asking certain questions. After working for three years at Small-Time College, Walter felt he had a good personality-job fit, since he was a valuable member of the Information Technology Department. Walter also felt he had proven he had good ability-job fit, since his three years of experience as a computer programmer at the college proved he had the skills to complete the job. Most important, Walter felt he had a perfect person-organization fit, since he was liked by everyone at the college and fit in very well in the educational culture. Send cover letter, transcripts, CV/résumé, a statement of teaching philosophy and contact information for three (3) professional references (as Word or PDF attachments) via email to: bannisterm@.edu or by regular mail to Dr. Maxwell Bannister, Chair of the Division of Business, Small-Time College, 291 Golf Ball Street, Carlsbad, CA 01050. Review of applications begins immediately and will continue until the position is filled. Recently, Walter was contacted by someone on LinkedIn to apply for a new position at Google. Like everyone else, Walter had heard stories that Google was a great place to work. He even watched the movie The Intern to get a better glimpse of what takes place at Google. Case Questions Walter also researched the company (using Google Search) and found out Google uses a unique way to find and match people with jobs at the amazing company.3 1. What would be a good personality fit for an accounting professor at Small-Time College? 2. Should the preliminary screening process result in a top 10 of applicants? 3. What is the role of the Uniform Guidelines on Employee Selection Process (UGESP)? 4. Which step did the case skip in regard to the steps in the selection process? 5. Why are background checks harder to conduct than it might appear? First, Google used its extremely creative way of thinking to create a vice- president of people operations. Like most companies, Walter's current employer calls this position the vice-president of human resources. Case 6.2. Looking for "Organizational Fit”: Walter's Unstructured Interview at Google Second, Google uses its data analysis skills to analyze vast amounts of data about what works and what doesn't work during the hiring process. One result they found was that interviews had a zero relationship with the success the person actually had on the job. Consequently, Google doesn't believe in the traditional metrics used in the hiring process. These traditional metrics include GPA, SAT scores, or the prestige of college the candidate attended. Instead, creative companies like Google measure a candidate on behaviors, such as their level of happiness, ability to work well with other people, if they like a challenge, if they seek information, and if they are willing to adapt.4 Walter was proud to earn his bachelor's degree in computer science from Small-Time College in California. That was almost three years ago, and he felt as if it was even longer since the field of computer science changes so quickly. Walter was able to find a nice “Comp Sci” job at Small-Time College. He interviewed for the job and remembers the key questions were what his Walter spoke to the assistant in people operations and set up an interview for one week later. He was warmly received by Google and quickly fell in love with the colorful and wide open layout of the headquarters. In a casual and relaxed atmosphere, he sat down with three different Google employees and basically explained how he grew up in California and what 52 53 led him down the path of computer science. Walter thought he might be asked one of those out-of-the-box interview questions, such as how many gasoline stations would you expect to find in a city of 160,000 people. But his research also uncovered that Google felt these types of questions were biased since they tended to just make the interviewer look smart since they had time to work out the answers. Google organizational culture. He felt he had a good personality-JOD TIT since he demonstrated in the interviews that he was an outgoing computer programmer who would work well with Google's unique corporate culture. Walter also felt he was a great candidate in regard to ability-job fit since his three years of experience in his current programming job showed he could apply his technical skills as a computer programmer in a work environment. Walter also felt he was a good person-organization fit since he would work very well within Google's creative-organizational culture. In the end, Walter was happy to grow from the experience of trying to get a job at Google. He definitely had more appreciation for his current job since his employer had been smart enough to give him a job three years before. He was ready to repay that by doing an excellent job going into the future. Since Walter wanted to be a good match, he went with the flow of the interview and became much more relaxed than he could remember in his interview with his current company. He expressed how he liked being happy at work, enjoyed programming computers with a team of employees, and especially enjoyed interacting with clients to help them solve their problems. Walter enjoyed the unstructured interview and fel was doing a good job interacting with the Google interviewers. He expected the Google interview was going to a least be a semi-structured interview, which would combine some preplanned and some unplanned questions. However, the Google interviewers appeared to not have any prepared questions and instead asked all unplanned questions. Case Questions Walter went on to explain how he had been promoted three times in three years and enjoyed the challenge each positioned offered. He liked the “go for it attitude” at his present employer. Walter also knew from his research that Google liked outgoing, happy employees that worked well with their fellow workers and customers. 1. What do you think the vice president of people actually does at Google? 2. Did Walter experience a structured, semistructured, or unstructured interview when he first left college? 3. What are your own greatest strengths and weaknesses as a prospective employee? 4. How would you answer if someone in HR asked you an unstructured question such as how many gas stations there are in a city of 160,000? 5. Design a form to help Google compare different candidates. HINT: You can list some different names of people in the rows. The column headings need to represent the areas where Google is looking for in an interview (Happy Employees, Employees Willing to Take on a Challenge, Creative Employees, etc.) 6. Why do you think Google felt Walter was not a good organizational fit for the company? In the end, Walter did not get the job for reasons he never learned. Although he was disappointed, he also knew that Facebook once turned down Brian Acton for a job and he went on to co-found WhatsApp which he sold to Facebook for $19 billion.5 Walter hoped a similar fate was in his future and he could one day sell his ideas to Google. Notes Walter went back to his current job with renewed passion and energy. He was excited to have spent time at Google and hoped to bring back some of what he learned and apply it to his own job and division. He also intended to work closer than ever with his own Human Resources Department to look for opportunities in his current company. He was hoping to find a “fast track” program that would speed up his own development, so he could create a more open and creative company culture along the way. 1 http://www.uniformguidelines.com/uniformguidelines.html. 2 Lu, Andrew, “5 Tips to Keep Reference Checks Legal,” FindLaw.com, December 12, 2012. Walter always wondered what his life would have been like if he had been hired by Google. He thought he was going to be an excellent fit in the 3 Nisen, Max, “Moneyball at Work: They've Discovered What Really 54 55
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