I applied to Google 10 times before I landed a product marketing job at Google, my dream company, last year. I had been interested in working in the tech sector for a while, and Google was my top choice due to its creative advertising and marketing efforts.
I felt that my natural creativity and enthusiasm for the internet (I had studied business and innovation in college) made me the ideal person to work on exciting brand campaigns at Google.
But Google’s interview process was competitive. Despite the friendliness of the recruiters and hiring team, I definitely found the process challenging. It consisted of five rounds of interviews and a written test.
I strategized and always researched online and asked my mentor and recruiter for insight into the types of questions that I might be asked. By approaching the interview this way, I completed each stage informed, inspired and empowered to perform at my best.
Here’s how I navigated the entire interview process.
My Google interview process began with two recruiter screenings. Two weeks after I submitted my application, I received a phone call from a recruiter. She was keen to discuss the role with me and learn more about my interest in the position, a marketing role in Google’s Brand and Reputation team.
I was asked about my background and experiences, the reason I applied for the role, and why I thought I was suitable. When answering these questions, I focused on the requirements of the position and discussed specific experiences I had that related to the position, including leading communications for corporate clients and planning seminars with influential leaders. I also answered a marketing-focused question about the method I would take to plan an event.
Some of my interviews had behavioral, “Tell me about a time when” questions. This type of question helps interviewers learn more about your working style and well as your problem solving abilities.
For these questions, I relied on the S.T.A.R. framework (situation, task, action, result) to help me structure my responses. I practiced a few questions I thought were likely to come up using the framework below:
Here’s an example of how I’ve used the format in practice:
Situation
The firm I worked at was beginning to implement a global plan to overhaul its internal communications, to inspire and motivate employees, and keep them informed of their global colleagues’ personal and professional milestones.
Task
As part of this plan, I had a responsibility to develop and share a new internal newsletter on a weekly basis. My role on a weekly basis was to gather updates, quotes and photos from leads around the firm in different functions such as marketing, operations, and product — and to develop these updates into interesting content. It meant reaching out to colleagues in different locations such as New York, Singapore, and India.
The newsletter had a strict deadline of a set time on a Thursday, and this meant that I was required to obtain content from stakeholders early enough for it to feature in the newsletter, effectively managing time differences.
Action
To make sure I consistently reached the weekly deadline, I reached out to stakeholders in Asia at least two days before the newsletter was due, and those in the UK and US, at least a day before. This offset the time difference, meant that I was able to gather responses in time, and gave me enough time to draft the content.
Result
The result was that the newsletter was consistently delivered on time and with engaging content. The open rates were above 40%, 10% higher than the average open rates for newsletters. My impact was commended in the overall communications performance report shared with leadership.
Using the S.T.A.R. framework helped me prepare structured answers ahead of time, communicate my impact clearly, and show I had the qualities required for the role.
It’s probably a bit cliché, but the way I believe I stood out as a candidate was by being myself. I knew that the role I was going for was a strong match with my skills and personal values, so I focused on communicating this in an impactful way.
I demonstrated a genuine passion for social purpose by discussing personal projects I had led in the areas of sustainability and economic opportunity. This included mentoring university students to help them to break into marketing roles, and designing the logo for my friend’s small Black-owned fashion business. These activities were highly related to the role I was interviewing for which I think made all the difference.
Plus, I communicated my enthusiasm about technology and innovation by discussing my experiences in digital marketing and my knowledge of developer audiences. I also showed an awareness of current developments within the tech industry, such as automation and digital skills training, and I made sure to connect these trends to the position.
Through my research, I found that the hiring manager had worked on a project celebrating small businesses, as had I, so made sure to raise the project, and probed to learn more about what went into building it. This showed that I had taken the time to research what the team was working on, and it also gave me an opportunity to discuss a professional focus I shared with the interviewer.
Another tip I have for people going through interviews is not to be afraid to check in with the recruiter to ask for clarification on anything related to the role. I emailed or phoned my recruiter every couple of weeks to ask how my application was progressing and if she had any advice for navigating the next stage.
She was always willing to let me know which strengths the next interview would focus on, but I think that asking the right questions helped me use our calls most effectively. I asked my recruiter, “What topics will the next interview be focused around?” and “What is the interviewer’s role within the team?”
In addition, at the end of interviews, the interviewer typically asks, “Do you have any questions for me?” Despite the phrasing, you should always have questions to ask. Asking questions is a great way to further demonstrate your interest in the position.
I asked questions like:
“What are the key challenges the team is currently facing and how will the successful candidate help to solve them?”
“How has the use of partnerships helped to launch projects effectively in your team?”
I made sure not to ask questions that were easily answered through internet searches, but ones that demonstrated my understanding of the job requirements and curiosity regarding the team and organization.
Interviewing can be demanding, but the process is just as much about you seeing if the company is the right place for you than it is the other way around.
While it’s important to answer with structure and insight, letting your authentic confidence and passion shine through is the ultimate piece of advice I have to share.
Tennessee Watt is a London-based marketing manager on Google’s Brand & Reputation team.
Keep reading
For you