{"id":2543,"date":"2013-07-01T10:58:00","date_gmt":"2013-07-01T15:58:00","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/?p=2543"},"modified":"2013-07-03T09:50:21","modified_gmt":"2013-07-03T14:50:21","slug":"how-gpas-matter-in-hiring","status":"publish","type":"post","link":"https:\/\/selectmetrix.com\/blogs\/2013\/07\/how-gpas-matter-in-hiring\/","title":{"rendered":"How GPA&#8217;s Matter In Hiring"},"content":{"rendered":"<p>They don\u2019t.\u00a0 That is the conclusion from Google based on their own internal research.\u00a0 Some info from <a href=\"http:\/\/www.linkedin.com\/today\/post\/article\/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring?ref=email\" target=\"_blank\">the New York Times article<\/a>:<\/p>\n<blockquote><p>\u201cOne of the things we\u2019ve seen from all our data crunching is that G.P.A.\u2019s are worthless as a criteria for hiring, and test scores are worthless \u2014 no correlation at all except for brand-new college grads, where there\u2019s a slight correlation,\u201d Bock said. \u201cGoogle famously used to ask everyone for a transcript and G.P.A.\u2019s and test scores, but we don\u2019t anymore, unless you\u2019re just a few years out of school. We found that they don\u2019t predict anything.<\/p><\/blockquote>\n<p>Mind you, this is research from inside Google \u2013 they know a thing or two about data analysis.\u00a0 I\u2019ve told many hiring companies that GPA\u2019s just don\u2019t matter in the real world, especially for sales hiring.\u00a0 Give me a street savvy, strong qualifying salesperson any day over a book smart, ivory tower salesperson.\u00a0 It is best to find candidates that fit both criteria, but GPA is not a reliable predictor of future success.<\/p>\n<p>The feedback from Google\u2019s research on the best strategy for successful hiring (emphasis mine):<\/p>\n<blockquote><p>Bock said it\u2019s better to use questions like, \u201cGive me an example of a time when you solved an analytically difficult problem.\u201d He added: \u201cThe interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, <strong>and you drill into that<\/strong>, you get two kinds of information. One is you get to see how they actually interacted in a real-world situation, and the valuable \u2018meta\u2019 information you get about the candidate is a sense of what they consider to be difficult.\u201d<\/p><\/blockquote>\n<p>Yes, drill down is what we like to call it.\u00a0 I believe it is the single most important interview skill \u2013 you must be able to drill down on responses to peel back the veneer and get to the core of the candidate\u2019s response.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>They don\u2019t.\u00a0 That is the conclusion from Google based on their own internal research.\u00a0 Some info from the New York Times article: \u201cOne of the things we\u2019ve seen from all our data crunching is that G.P.A.\u2019s are worthless as a criteria for hiring, and test scores are worthless \u2014 no correlation at all except for brand-new college grads, where there\u2019s a slight correlation,\u201d Bock said. \u201cGoogle famously used to ask everyone for a transcript and G.P.A.\u2019s and test scores, but we don\u2019t anymore, unless you\u2019re just a few years out of school. We found that they don\u2019t predict anything. Mind you, this is research from inside Google \u2013 they know&hellip; <a class=\"read-more\" href=\"https:\/\/selectmetrix.com\/blogs\/2013\/07\/how-gpas-matter-in-hiring\/\">Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[2,10,3,4,11],"tags":[1623,1748,125,1119,330,47,1709],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-F1","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2543"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=2543"}],"version-history":[{"count":2,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2543\/revisions"}],"predecessor-version":[{"id":2547,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2543\/revisions\/2547"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=2543"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=2543"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=2543"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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