There are many scary stories floating around about Google interviews, but it’s mostly just that: stories The interview is not terribly different from Microsoft’s or Amazon’s However, because Google HR can be a little disorganized, we recommend being proactive in communication
外面有很多關(guān)于Google面試的恐怖傳聞，但那些只是傳聞。Google的面試和之前說的微軟和亞馬遜的差別并不會(huì)非常的大。唯一不同的是Google的人力資源部門稍微有點(diǎn)散漫，所以我建議積極主動(dòng)的和他們聯(lián)系。
A Google engineer performs the first phone screen, so expect tough technical questions On your on-site interview, you'll interview with four to six people, one of whom will be a lunch interviewer Interviewer feedback is kept confidential from the other interviewers, so you can be assured that you enter each interview with blank slate Your lunch interviewer doesn’t submit feedback, so this is a great opportunity to ask honest questions
Google的面試也是從電話面試開始，來面試你的人是Google的工程師，所以準(zhǔn)備好回答棘手的難題吧。當(dāng)你去Google公司參加面試的話，將有4到6個(gè)人來面你，其實(shí)一個(gè)是陪你吃飯的面試官。這些面試官之間是絕對(duì)不能相互透露面試的情況，所以當(dāng)每一輪面試的時(shí)候面試官對(duì)你的認(rèn)識(shí)都是從零開始的。剛才提到陪你吃飯的面試官是不會(huì)影響你錄用結(jié)果的，所以把握這個(gè)機(jī)會(huì)好好問他幾個(gè)你真正關(guān)心的問題。
Written feedback is submitted to a hiring committee of engineers to make a hire/no-hire recommendation Feedback is typically broken down into four categories (Analytical Ability, Coding, Experience and Communication) and you are given a score from 1 0 to 4 0 overall
面試的評(píng)分將會(huì)以書面的形式會(huì)提交給由Google工程師組成“招聘委員會(huì)”，讓他們來決定是否錄用。評(píng)分主要包括這四大類組成：分析能力，代碼能力，工作經(jīng)驗(yàn)和溝通技巧。評(píng)分在1.0~4.0之間。
The hiring committee understands that you can’t be expected to excel in every interview, but if multiple people raise the same red flag (arrogance, poor coding skills, etc), that can disqualify you A hiring committee typically wants to see one interviewer who is an “enthusiastic endorser ” In other words, a packet with scores of 3.6, 3.1, 3.1 and 2.6 is better than all 3.1s Your phone screen is usually not a strong factor in the final decision
"招聘委員會(huì)”是絕對(duì)理解你不可能在每輪面試都發(fā)揮得很好，但是如果多個(gè)面試給你亮了紅牌（表現(xiàn)的傲慢，代碼寫的很爛等等），那么你肯定就被拒了。“招聘委員會(huì)”查看評(píng)分的時(shí)候更希望看到有一個(gè)對(duì)你格外喜歡的人。換句話說，得分3.6 3.1 3.1 2.6 比都4個(gè)3.1分要好一些(雖然平均分是一樣的)。到了這一步剛開始的電話面試對(duì)錄取與否是沒什么影響了。
The Google hiring process can be slow If you don’t hear back within one week, politely ask your recruiter for an update A lack of response says nothing about your performance
Google的招聘的流程比較的慢，所以如果一周之后還是未收到任何消息，可以給人力資源相關(guān)的工作人員寫封信打聽下最新的情況。沒有消息你是絕對(duì)不能知道自己表現(xiàn)得如何的。
P.S.
Definitely Prepare: As a web-based company, Google cares about how to design a scalable system. So, make sure you prepare for questions from “System Design and Memory Limits” Additionally, many Google interviewers will ask questions involving Bit Manipulation, so please brush up on these questions.一定要準(zhǔn)備的問題：作為一個(gè)家網(wǎng)絡(luò)公司，Google同樣很看重設(shè)計(jì)可裁剪系統(tǒng)的能力。所以一定要關(guān)注下本書“系統(tǒng)設(shè)計(jì)和內(nèi)存限制”章節(jié)。此外很多Google的面試官喜歡問比特操作的問題，所以好好復(fù)習(xí)下方面的知識(shí)吧。
What’s Different: Your interviewers do not make the hiring decision. Rather, they enter feedback which is passed to a hiring committee. The hiring committee recommends a decision which can be—though rarely is—rejected by Google executives.特別之處： 面試官是不能決定你是否能錄取，他們只是把面試的得分提交給“招聘委員會(huì)”。“招聘委員會(huì)”作出是否錄用的決定，這個(gè)決定一般情況下Google的高官們都會(huì)直接通過的。
本譯文節(jié)選自《破解程序員面試》，更多相關(guān)譯文請(qǐng)?jiān)L問
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