Recruitment: the determining criteria for the vice-president of Google

Google is one of the most demanding companies in terms of recruitment. When it comes to recruiting the right people, she sets the bar high and places demands on leadership, perspective and job knowledge. The vice-president of the Tech giant reveals her determining criteria for choosing the right candidate.

Who is Bonita Kaye Stewart, Vice President of Google?

Bonita Kaye Stewart was born in Coleman in the United States in 1957. In 2011, she became the first woman of color to be named vice president of Google. Since 2019, she has held the position of Vice President of Global Partnerships. She is also the co-author (with Jacqueline Adams) of the book A Blessing: Women of Color Teaming Up to Lead, Empower and Thrive.

Prior to joining Google, Bonita Stewart was an executive at IBM and Daimler Chrysler. Earlier in her career, she co-founded Nia Enterprises, an online publishing, research and marketing services company. She also started One Moment in Time, a clothing rental company for women.

Named by Crain's as a woman to watch in technology in 2014, Bonita Stewart was also the originator of the concept of Howard West, a computer immersion program for universities.

Her experience as a senior Google executive, she now wants to put it to the benefit of candidates to give them recruitment advice, especially if they want to join the Tech giant. "In the last thirty years spent at the head of large groups and more particularly within Google, I have learned a lot of things about what to look for in a candidate," she told CNBC Make. it.

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Recruitment: Discuss your transferable skills

Transferable skills refer to skills related to a sector of activity or a particular profession, but which can be mobilized at any time in another professional context or in another job.

Depending on the position you are applying for, you must have a certain experience and meet certain conditions. Nevertheless, expertise can be acquired in several different ways and not only through your academic or professional experiences. A person who does not have a master's degree may have gained solid experience through personal projects or educational hobbies.

Bonita Stewart says, “If you're interviewing for a marketing position, it's okay not to have ten marketing internships under your belt. You may have hosted a service event in your hometown. Tell me about the creative strategies you have put in place to grab people's attention, engage them, and engage them. »

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Ask questions, lots of questions in interview

It shows a natural curiosity, which is a valuable asset in almost any field. But don't just ask basic questions, the answer to which is surely on Google. Above all, talk about a strategic subject that leads to personal reflection, which will allow you to learn more about the person in front of you. Think of areas related to strategy, product or sector positioning, leadership or sustainable development.

The vice president of the tech giant continues: “Two questions I would like more candidates to ask during job interviews are:

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Talking about their accomplishments and acknowledging the role of others

Bonita Stewart admires and respects people who embrace a team spirit and recognize that great things are achieved as a team, not alone.

"I want to hear about your accomplishments, but it's always a bonus when a candidate acknowledges the help and guidance they've received along the way, whether big or small. If you only talk about the successes you claim to have achieved on your own, it tells me that you are not a team player, that you are not able to collaborate with others or share the deserved. I want to hire people who encourage team spirit and not who oppose it,” she says.

Take full responsibility for your interview mistakes

Making a mistake and having the courage to admit it is a quality that the vice-president particularly admires. She explains: “We all make mistakes. Tell me about a project that didn't go as planned. What was your thinking? How did things turn around? What did you learn ? What would you do differently if it happened again? Problems will arise, even if you are very smart and competent in your work and I want to understand how you will react to these problems. »

Equally important is how the candidate tells the story. During your job interview, you must avoid straying from the subject and getting lost in details that will not be very interesting for your recruiter. Plan a short story and make sure the details are concise and easy to follow.

Highlight your agility

The rapid acceleration of technology has created a work culture where the perpetual transformation of work patterns has become the norm. It is in this logic that it is important to study the company upstream and to identify the unique perspectives that you can bring to it, while putting the agility that you demonstrate and which can be useful for your future. business.

Bonita Stewart explains: “I look for candidates whose priority is to be useful to our customers, so that, when an industry changes, we have the right talent to propose creative strategies that meet the needs of our partners. It's also about thinking quickly, leading with innovation, and willingly accepting new ideas from everyone and everywhere. »

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