Getting a job as a paid recruiter with Google isn't easy. Google jobs typically come with good salaries and highly marketed perks, which makes the competition stiff. The interview questions are notoriously difficult, and you need to show that you fit in well with Google's culture. But the task isn't impossible and by following a few tips, you'll increase your chances.
Obtain a bachelor's degree. Google hires both general recruiters and recruiters for specific industries, such as software engineering. Job listings don't reference exactly what type of bachelor's degree you should have, but a 2013 search of LinkedIn profiles for Google recruiters revealed degrees ranging from bachelor's in business administration to political science to computer science, and even a law degree. Google tends to hire people with the best degrees and the best grades, so the more education and better grades you can get, the better your chances will be.
Get work experience in recruiting. You'll have a much better chance at landing a job with Google as a paid recruiter, whether full-time or contract, if you already have experience. When Google looked for 200 new recruiters in 2009, it preferred its candidates to have at least four years of professional experience. A job listing in August 2013 for a software engineering recruiter required two years of human resources recruiting experience, and a technical infrastructure recruiter job listing required five years of full-cycle recruiting experience, covering the beginning to the end of the process.
Fine-tune and polish your resume and cover letter. Don't go for the boring resume that looks like a carbon copy of everyone else's resume. A former Google recruiter told AOL in August 2012 that Google prefers resumes and cover letters that are unique and unconventional. But make sure in your quest for unusual that you don't make the resume or letter too long. Bulky is bad.
Look for connections. You'll have a better chance at getting hired by Google if you look to see if anyone in your network has worked at Google or knows someone who has. Even talking to a recruiter you find on LinkedIn is a good first step because it adds a personal touch. As of 2013, Google's online application process included a chance to search your Google+ contacts for relevant connections.
Apply for the job on Google's website. You can just go to Google's job listings and search for recruiter jobs. Find a recruiter opening that your degree and work experience match and put in your application online. You can also try to apply through job recruiting companies. Google sometimes uses them to find additional recruits.
Prepare for the interview process. Typically, an interview for any Google job begins with one or two phone screening interviews, followed by anywhere from one to five in-person interviews. You have to show in the interview that you fit into the culture, a term Google refers to as "Googleyness." Show that you work well with a team but you're also okay with ambiguous projects. Come across as competent and confident in the recruiter role. If you need to, practice interviewing with an objective friend who will tell you if you come across with confidence.
Practice potential interview questions. Google interviewers not only ask behavioral questions to gauge your leadership abilities, they also ask off-the-wall questions to gauge your intelligence. A former Google recruiter told AOL in August 2012 that questions like "how many tears are shed in the Eastern U.S. between 2 and 4 p.m.?" aren't uncommon. The key to these questions is to be fearless and boldly work through the problem out loud, being creative, even if there isn't any right answer. The interviewer will also ask for specific examples of when you resolved HR or recruiter problems in previous jobs and how you would respond to future situations that recruiters might face, like not being able to get hold of a client or having to turn someone down after a potential yes.