比起文憑，谷歌更看重什么？
谷歌一直被認(rèn)為是最好的工作地點(diǎn)，這是否意味著，只有哈佛大學(xué)畢業(yè)生才能如愿踏進(jìn)谷歌大門呢?
Not really, according to Laszlo Bock, Google's Head of People Operations.
谷歌人力運(yùn)營部主管拉斯洛·博克(Laszlo Bock)表示，并非如此。
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.
在谷歌還是一個(gè)小公司的時(shí)候，曾經(jīng)非?？粗毓?、斯坦福、麻省理工等名校的文憑。但博克認(rèn)為，這種招聘策略是錯(cuò)誤的。經(jīng)驗(yàn)告訴他，在一些別的地方，比如加利福尼亞或紐約的公立學(xué)校中，也會(huì)有一些天賦超常的人才。
"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.
“我們從這些地方招聘的人才就算不比常春藤盟校(Ivy League school)的學(xué)生更優(yōu)秀，至少也與他們一般優(yōu)秀。”博克剛寫了一本名為《工作法則》(Work Rules!)的書，他在美國有線電視新聞網(wǎng)(CNN)財(cái)經(jīng)頻道做客時(shí)分享了他的智慧哲學(xué)。
Every year, 2 million people apply to get a job at Google (GOOG). Bock himself has seen some 25,000 résumés.
每年都會(huì)有兩百萬的人到谷歌公司求職，博克本人已經(jīng)看過2.5萬份求職簡歷。
So what else does Google not care about:
那么谷歌招聘中不看重的還有哪些呢?
Grades: Google's data shows that grades predict performance for the first two years of a career, but do not matter after that.
分?jǐn)?shù)：谷歌數(shù)據(jù)顯示，分?jǐn)?shù)只能預(yù)測職業(yè)生涯最初兩年的能力，除此之外，毫無意義。
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."
智力問答：谷歌不再出這樣的面試題了：為什么井蓋是圓的?或者是：多少個(gè)高爾夫球能裝滿一輛校車?博克說：“我們的調(diào)查顯示，這么問純粹是浪費(fèi)時(shí)間。因?yàn)檫@些是能夠通過訓(xùn)練提高的技能，你練習(xí)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：“有人曾把簡歷塞在一只鞋里寄給我，意思是他們想踏進(jìn)谷歌這扇門。”這樣做當(dāng)然沒能奏效。
Or a robot: Especially when it arrived broken, with exposed wires and a "press here" button. Call in the bomb squad.
一個(gè)機(jī)器人：尤其是那些寄來時(shí)已經(jīng)壞了的，電線露在外面，上面還有一個(gè)“按這里”的按鈕，于是我們只好給防爆小組打電話了。
Here's what Google does care about:
以下這些才是谷歌真正看重的：
Problem solvers: Your cognitive ability, or how well you solve problems.
能解決問題的人：擁有認(rèn)知能力或是能夠排憂解難的人。
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?"
有領(lǐng)導(dǎo)能力的人：這不是說你得是學(xué)生會(huì)主席或是銀行副總理，而是“當(dāng)你遇到問題時(shí)能不能介入，幫助解決問題”。然后是眼光要犀利，“可以退出來讓別人接管嗎?能夠讓位于別人嗎?可以放棄權(quán)力嗎?”
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 diversity gives us great ideas."
具有谷歌精神(Googleyness)的人：這點(diǎn)被谷歌稱作文化契合度。它并不是“你和我們一樣嗎?”博克說：“事實(shí)上，我們在尋找和我們不一樣的人，因?yàn)槎鄻有阅芙o谷歌帶來卓越的想法。”
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.
最重要的一點(diǎn)就是：理性的謙遜，愿意承認(rèn)自己錯(cuò)了，關(guān)心周圍的環(huán)境……博克說：“我們想要的是那些擁有主人翁心態(tài)而不是雇員心態(tài)的人。”
The least important thing? Knowing how to do the job.
最不重要的一點(diǎn)是什么?只知道如何工作的人。
"We figure if you get the first three right you'll figure it out most of the time."
“我們認(rèn)為一旦你具備了前三點(diǎn)，基本上就可以所向披靡了。”
