Google is one of the most demanding companies when it comes to recruiting. When it comes to recruiting the right people, she sets the bar high and imposes demands on leadership, perspectives and knowledge of the role. The vice-president of the Tech giant reveals her determining criteria for choosing the right candidate.
Who is Bonita Kaye Stewart, the vice president of Google?
Bonita Kaye Stewart was born in Coleman, United States in 1957. In 2011, she became the first woman of color to be appointed 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.
Before 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 launched 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 Westa computer science immersion program for universities.
She now wants to put her experience as a senior executive at Google to use for the benefit of candidates to give them recruitment advice, especially if they wish to join the Tech giant. “ At Over the last thirty years at the head of large groups and more particularly within Google, I have learned a lot about what to look for in a candidate,” she clarified to CNBC Make it.
Recruitment: Discuss your transferable skills
Transferable skills refer to skills linked to a sector of activity or a particular profession, but which can be used at any time in another professional context or in another job.
Depending on the position you are applying for, you must have certain experience and meet certain conditions. However, expertise can be acquired in many different ways and not only through your academic or professional experiences. Someone who doesn’t have a master’s degree may have gained solid experience through personal projects or educational hobbies.
Bonita Stewart explains: “If you’re interviewing for a marketing position, it’s OK not to have ten marketing internships under your belt. Maybe you hosted a service event in your hometown. Tell me about the creative strategies you’ve implemented to grab people’s attention, get them interested, and get them to participate. »
Ask questions, lots of interview questions
This demonstrates a natural curiosity, which is a valuable asset in almost any field. But don’t just ask basic questions that are probably answered on Google. Above all, bring up a strategic subject that leads to personal reflection, which will allow you to know more about the person in front of you. Think about areas related to strategy, product or sector positioning, leadership or even sustainable development.
The vice-president of the Tech giant continues: “Two questions I wish more candidates would ask during job interviews are:
- What are the needs of employees who are currently not satisfied with their work?
- How can I contribute beyond the job requirements? »
Talk about your achievements and recognize the role of others
Bonita Stewart admires and respects people who adopt a collective spirit and who recognize that great things are achieved as a team and not alone.
“I want to know about your accomplishments, but it’s always a bonus when a candidate recognizes the help and guidance they’ve received along the way, no matter how big or small. If you only talk about successes that you claim to have achieved on your own, that 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, not oppose it,” she indicates.
Take full responsibility for your mistakes in interviews
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 were your thoughts? How did things pivot? What have you learned? What would you do differently if this happened again? Problems will arise even if you are very intelligent and competent at your job and I want to understand how you will respond to these problems. »
How the candidate tells the story is equally important. 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. Keep the story short and keep the details concise and easy to follow.
Highlight your agility
The rapid acceleration of technology has created a work culture where perpetual transformation of ways of working has become the norm. It is in this logic that it is important to study the company upstream and identify the unique perspectives that you can bring to it, while applying the agility that you demonstrate and which can be useful to your future. business.
Bonita Stewart explains: “I look for candidates who prioritize being helpful to our clients, so that when an industry evolves, we have the right talent to deliver creative strategies that meet the needs of our partners. It’s also about thinking quickly, leading innovatively, and willingly accepting new ideas that come from everyone and everywhere. »
