PayPal is hiring for hundreds of jobs amid the coronavirus slowdown. A hiring executive there lays out the exact skills you need to nail an interview.
While the coronavirus pandemic is causing massive layoffs around the country, some tech companies are still hiring. PayPal is one of them. As more people are social distancing to avoid the spread of the virus, mobile payments are becoming more in demand. In 2019, PayPal ranked No. 5 on Forbes' list of the 250 best-regarded companies. This, combined with PayPal's long history in Silicon Valley, makes it one of tech's most sought-after places to work. We spoke with PayPal's head of technical-talent acquisition to understand the soft skills the company looks for in all their new hires. Click here for more BI Prime stories.
While many Silicon Valley startups are starting to see massive layoffs due to the coronavirus pandemic, that doesn't mean big tech is facing the same challenges. As the virus is leading many in the US to rethink their daily behaviors, like how they commute and pay for things, mobile payments are starting to become more mainstream. That means more hiring for some of these companies. Payments giant PayPal has hundreds of job openings, including in software engineering, product management, communications, and sales. And it's not just hiring at its San Jose, California, headquarters. The company is recruiting in several regions, including North and South America, Europe and the UK, the Middle East, and Asia-Pacific. In 2019, PayPal ranked No. 5 on Forbes' list of the 250 best-regarded companies, which measures how well firms do as employers, as well as their trustworthiness, quality of products, and social conduct. This, plus PayPal's long history in Silicon Valley, makes it one of tech's most sought-after places to work. While the company doesn't disclose the acceptance rate for its job applicants, a spokesperson said hiring was competitive. The tech and payments giant was founded in 1998 by a team that included Max Levchin, the founder and CEO of Affirm, and the billionaire venture capitalist Peter Thiel. In 2002, the company went public and was subsequently bought by eBay, which spun off the company in 2015. PayPal has since grown to 23,200 employees and has 50 global offices. Business Insider spoke with Michael Kascsak, the company's global head of technical-talent acquisition at PayPal, to understand what it takes to land a job at the tech giant. Résumé do's and don'ts PayPal, like most companies, lists its open roles online, and interested candidates can apply by submitting a résumé and cover letter. At this stage, PayPal looks for candidates who can clearly articulate what they're doing, what their goals are, and why they're interested in the company. And while candidates often worry that their résumés won't be seen unless they plug in the right keywords, Kascsak advised against that notion. "Sometimes a recruiter will look at a résumé, and all it has is a bunch of keywords on there because they think that there's an algorithm that's going to pull their résumé to the top, and that's all that they do," Kascsak said. That's not to say that candidates shouldn't use keywords in their résumés, but they need to be deliberate in their use. "You've got to be able to share what you're doing with those with the keywords," Kascsak said. How to ace the phone interview If your résumé and cover letter stand out, the interview process kicks off with a phone conversation with a PayPal recruiter. During this interview, candidates typically discuss their past experiences and what they're looking for in future ones, Kascsak said. "It's really an opportunity for you to give the recruiter your story and where you see your career going," Kascsak said. If the recruiter thinks the candidate is a good fit for PayPal, they offer a recommendation to a hiring manager. The hiring manager or a member of their team will also conduct a phone interview, which is typically more focused on the candidate's expertise. "That's dedicated to really talking through the tangible examples of what you've accomplished, what you know, and what your expertise is," Kascsak said. If the hiring manager thinks the candidate is a good fit for the role, that's when PayPal invites them on campus for in-person interviews. At this point, PayPal is really looking for a culture fit. On-campus interviews If you get invited to PayPal's campus for a day of in-person interviews, the company starts looking at more than just your technical qualifications. "We've gotten you to the point where we know that from an expertise perspective, you are somebody we're interested in," Kascsak said. "So now we really want to get to know you as a person." On that day, PayPal tries to keep it to four or five interviews per candidate, Kascsak said. "We feel that if you come to our campus, you should come and meet all the people you need to meet," Kascsak said. PayPal focuses on a candidate-friendly approach, he said, with the goal of making the process as streamlined as possible. "For those that come onto our campus, we want to make sure that it is an inviting experience for you," Kascsak said. It is an opportunity for candidates to sell themselves to PayPal, but PayPal is also pitching itself to candidates. "We want to make sure you understand all of the value props that we have to offer as an employer," Kascsak said. The day often includes a tour of the office and gives candidates opportunities to ask more questions about what it's like to work at PayPal. PayPal also has policies around diversity for its hiring process, Kascsak said. "We want to make sure that we're creating a diverse set of candidates to give to our hiring managers," Kascsak said. "In return, we also want our candidates to be able to interview with a diverse set of hiring managers as well." PayPal talks about diversity as "a mirror and a window," Kascsak said. "We'd like to make sure that you're able to see inside of PayPal all of the diversity and people from all different walks of life," he said. "But also you want to be able to see the mirror," Kascsak said. "You want to be able to see and talk to people from your background and share your thoughts and ideas with them." The on-campus day should mark the end of the interview process, Kascsak said. There are a few things that PayPal looks for every step of the way, no matter the type of role you're applying for. Here are some of the soft skills that will land you the job. Demonstrate an innovative mindset "Getting the attention of PayPal, it's showing true examples of your work," Kascsak said. Both recruiters and future teammates want candidates to showcase innovative or disruptive projects they've worked on, which demonstrate their ability to challenge and change the status quo, Kascsak said. And PayPal pays attention to candidates who are eager to showcase these skills. "We try to create as many opportunities for you to showcase your expertise and your abilities as possible," Kascsak said. Whether it is through LinkedIn or at meetups that PayPal organizes, candidates should take advantage of these opportunities to ground their skill sets in experiences. "Make sure you're presenting examples, and make sure you're showing tangible results, whether it's through your résumé, through your cover letter, when you're at a meetup," Kascsak said. For students and graduates, this could be a school project. And for professionals, it's important to demonstrate the ways you've innovated in previous roles. Doing so is a key way to stand out in a competitive job market, Kascsak said. Leverage your network Aside from LinkedIn and meetup networking, it is helpful for candidates to have an employee referral at PayPal. "The employee-referral program is one of the most utilized sources of employment for any company really, when you're doing it right," Kascsak said. And that goes both ways, Kascsak said. His team occasionally asks PayPal employees for recommendations of candidates they should reach out to. "Great talented people know great talented people," he said. Don't be afraid to ask about what matters to you Before it extends an offer, PayPal wants to make sure that both the company and the candidate think it's the right fit. And that's why Kascsak stressed the importance of asking questions. "Every candidate has their own priorities and passions that they want with their career. So you should ask us how those fit into your goals," he said. "Any hire should always be a mutual fit, and we aim for that to happen." Whether it's around company culture, diversity and inclusion, or even the day-to-day experience of working at PayPal, candidates should be inquisitive about the things that are important to them. "We never want to hire someone without them having the opportunity to interview us as well," Kascsak said. Be engaged in your community Demonstrating a sense of community engagement is important, Kascsak said. "We look for people that take care of themselves and take care of other people," he added. PayPal is looking for employees who want to be involved, including in philanthropic initiatives at the company and its various affinity groups. PayPal has several affinity networks, such as groups for black employees, Latinx workers, LGBTQ team members, employees with disabilities, and women. Each network is open to all employees. "We are very much vested in our community, and so we like people that care about their community," Kascsak said. "We always say we don't want to be guests in our own community. We want to be active participants." Look for internships, recent-graduate programs, and other targeted hiring opportunities For PayPal's most junior positions, internships and recent-college-graduate programs are the two major points of entry. The 12-week internship program is for students, and Kascsak said that on average, PayPal extends full-time job offers to between 70 and 80% of participants. The recent-college-graduate program is geared toward those looking for full-time work. In addition to their daily responsibilities, RGC employees are given career-development resources like mentors and buddies and networking opportunities to get them situated within the company. PayPal also has a hiring program for veterans and a 16-week paid technology bootcamp for women returning to the workforce after a career break. SEE ALSO: Silicon Valley is betting $750 million that people don't want to buy stuff anymore. These 14 startups are bringing the sharing economy to sailboats, swimming pools, and luxury watches. DON'T MISS: Payments giants like PayPal and Amex are making hundreds of startup bets to transform how we shop and pay — and it's part of a $1 billion-plus wave of VC investment UP NEXT: Here's how to land a spot in real-estate giant CBRE's ultra-competitive sales internship program that's harder to get into than Harvard Join the conversation about this story » NOW WATCH: Why fighting is allowed in pro hockey — and why the NHL has no plans to ban it
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Summary List Placement There are many components to a job interview. The coronavirus pandemic has permanently...Summary List Placement There are many components to a job interview. The coronavirus pandemic has permanently changed how some companies are interviewing for jobs. Now, instead of showing up to the office, you have to interact with the hiring manager through a computer screen. And even though you're connecting virtually, there's still a lot to remember. First there's the obvious stuff: Have you done your research on the company? Are you polite to the interviewer and eager to join the staff? But there's also the less obvious stuff: Are you smiling too much? Do you seem engaged? Here is a list of seemingly trivial details that can affect your chances of landing the gig — and only some are within your control. 1. The time of your interview Tuesday at 10:30 am is the best time for you to schedule an interview, Glassdoor reported. Although their recommendations aren't (yet) backed by science, they follow common sense. People are shown to be most productive on Tuesdays and won't feel rushed by the time they meet you. It's also late enough in the day that your interviewer has had time to check their email, have a cup of coffee, and get ready. You also don't want to be someone's last meeting of the workday, according to a study in Psychology Today. There's a good chance the interviewer's attention might not solely be on you. They could be thinking about priorities that they have after work, such as dinner plans or kids' homework. Avoid interviewing pre- or post-lunch because your time with the interviewer could be cut short or you could be left waiting for a while. 2. The weather on the day of your interview University of Toronto researchers Donald Redelmeier and Simon D. Baxter found that medical school applicants fared worse if they interviewed on a rainy day compared to sunny-day interviewees. They said: "Overall, those interviewed on rainy days received about a 1% lower score than those interviewed on sunny days. This pattern was consistent for both senior interviewers and junior interviewers. We next used logistic regression to analyze subsequent admission decisions. The difference in scores was equivalent to about a 10% lower total mark on the Medical College Admission Test." The data included nearly 3,000 applicants over a six-year period. 3. How early you arrive You may think it'll look good if you arrive early — but if you're excessively early, you could be hurting your chances. "Of course arriving a few minutes early is a good idea, and is certainly better than arriving late — but don't show up a half hour before your interview," said Lynn Taylor, a national workplace expert and the author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job." "It can make you appear too anxious or put pressure on the interviewer. If you have extra time, gather your thoughts in your car or take a brief walk to get your energy up." For virtual interviews, just make sure you arrive on time. 4. Whether your rival also interviews on the same day Yes, it may be difficult to know when your rival (presuming you have one) is interviewing. But if you happen to know, schedule your interview on a different day. Research suggests that whether or not you're considered qualified for a position depends on who else is applying for the job. "People are averse to judging too many applicants high or low on a single day, which creates a bias against people who happen to show up on days with especially strong applicants," according to a study in the journal Psychological Science, which focuses on business school applicants only. However, this comparison only lasts for one day, which means that you are only compared to people who are interviewing on the same day as you — not the day before or after. 5. What you do while waiting in the lobby (or during the interview) "Drinking coffee, eating, or talking on your cell is not the first impression you want to make with the hiring manager — or the receptionist," Taylor said. "You don't know exactly when the interviewer will show up, so be at the ready." She suggests keeping one hand free so that you can quickly shake hands without awkwardly placing all your personal items on a chair or on the floor. "You want to appear organized and attentive." "Also, as you wait, either make conversation with the receptionist (if he or she is available to talk), review notes from your notebook, or review any company materials for guests. Maintain a pleasant smile and upbeat demeanor." The same advice applies for virtual interviews. Try to avoid chugging your coffee or snacking during a call unless it is absolutely necessary. 6. Behaving like a jerk Always treat others the way you want to be treated. Rachel Bitte, the former chief people officer at the recruiting-software company Jobvite and a former recruiter for Apple and Intuit, said she always pays attention to how a candidate treats others, for example, waitstaff. Bitte described an incident from her tenure as an HR professional at Intuit. After a stellar phone interview with one candidate, she arranged to meet the person for a second-round interview over breakfast. But the candidate's rude behavior at the restaurant was an immediate red flag. 7. Whether you're a little narcissistic A study in the Journal of Applied Social Psychology suggests that narcissists score much higher than others in job interviews, and it's because they're comfortable with self-promoting. Since narcissists typically think they're fantastic, the interviewer may think so, too. 8. The color of your clothing According to 2,099 hiring managers and human resource professionals who participated in a CareerBuilder survey, blue and black are the best colors to wear to a job interview. Orange is the worst. Conservative colors such as black, blue, gray, and brown seem to be the safest bet when you're meeting someone for the first time in a professional setting. Colors that signal creativity, like orange, may be too loud for an interview. Red is perceived as the most powerful color, but consider whether you want to outshine your interviewer. This, of course, depends on what role you're interviewing for and the culture of the company. Unlike most men, women tend to wear more colorful clothing, making our judgments both of color and interview candidates gender-biased. 9. Whether you glance at your watch or cell phone As benign as this might seem, people notice when you're peeking at your watch or phone, and you certainly don't want to convey that you're not engaged in the conversation, Taylor said. "Even having your cell phone in plain sight is disrespectful," she said. "You're not going to text or take calls, so turn it off and put it away. Make sure your hiring manager has your undivided attention." 10. Tailoring your answers based on the interviewer's age Different generations are most impressed by different values. By being aware of your interviewer's age, you can tailor your answers to what you think they're looking for, advise John B. Molidor, Ph.D., and Barbara Parus, the authors of "Crazy Good Interviewing." "With a little practice, you can home in on the values that each generation holds most dear. You can shape your answer using the language of their values," they write. According to the authors, these tactics don't always work, as every interviewer can have a different set of values, so it's important to come prepared for the position you're interviewing for, regardless of the interviewer. 11. The way you make eye contact in a panel interview Keep everyone's attention in a panel interview by making eye contact with different people at specific times during your response, Molidor and Parus said. "In a panel interview, always begin your response by making eye contact with the person who asked you the question. Then make random and soft eye contact with each of the other interviewers. As you finish up your response, return your eye contact to the person who asked you the question. Do not mow down the interviewers by going down the line making eye contact after the other. Soft random eye contact does the trick." 12. Your posture "When you're in the interview, your default should be sitting straight and keeping a pleasant smile on your face," Taylor said. Avoid slumping in your chair and remember to lean forward, showing interest in the interviewer. "Even if you feel the discussion is going south, maintain your poise, posture and inflection. That can sometimes help you turn things around." 13. What you do with your hands Molidor and Parus write: 1. Showing your palms indicates sincerity. 2. Holding your palms downward is a sign of dominance. Do not shake hands with your palms down. 3. Pressing the fingertips of your hands together to form a church steeple is a display of confidence. 4. Concealing your hands, as in putting them in your pockets, is a sign that you have something to hide. 5. Finger tapping is a sign of impatience. 6. Folding your arms across your chest is a very defensive position, indicating disappointment or disagreement. 7. Overusing hand gestures to the point of distraction. However, the science of body language can be rather subjective. The interviewer may not notice these small signs, even subconsciously, especially if they're focused on the words you're saying rather than your gestures. 14. The questions you ask Maybe you're capable of answering every question sent your way with flying colors. You also need to leave on a good note by asking smart, thoughtful questions at the end of the interview. Below are two questions from Vicky Oliver's book "301 Smart Answers to Tough Interview Questions": What are some of the problems your company faces right now? And what is your department doing to solve them? What type of employee tends to succeed here? What qualities are the most important for doing well and advancing at the firm? 15. Where you live, grew up, or went to school If you spent your childhood in LA and your interviewer did, too, you may have a better chance of landing the job. It's clearly unfair (and out of your control), but your interviewer may not even be consciously aware that she's biased toward Californians. It's called the similarity-attraction hypothesis: People simply gravitate toward those who are similar to them in some capacity. There are a few potential explanations for this phenomenon. One is that people with a decent level of self-esteem are satisfied with their personalities, so when they see their qualities reflected in someone else, they like that person, too. Another idea is that humans have evolved to like people who look and act the way they do. At one point in human history, the safest bet was to only trust people in your small social group. 16. How competent you seem Coming across as super-competent can in some cases hurt your success in an interview, because your interviewer might worry that you'll outperform them. And that's especially true in organizations with highly competitive cultures. However, some interviewers are gender-biased. In a study of applicants for science-related jobs, interviewers were more likely to hire a male candidate to perform a mathematical task, even if the female candidate was proven to perform equally well. Of course, you should still put your best foot forward in any job interview. If the company doesn't hire you because they feel threatened or they're biased, you might not want to work there anyway. 17. The sound of your voice In the future, some companies may begin analyzing candidates' voices to determine if they'd be good fits, according to an NPR report. Essentially, an algorithm would determine whether your voice is engaging, calming, or trustworthy — which could be especially important in industries like hospitality and retail. Humans would have the final say on hiring. 18. Whether you're smiling It's common sense that flashing a smile makes you look friendlier and more approachable. But research suggests that, for certain professions, smiling too much can undermine your success in a job interview. In one study, published in the Journal of Social Psychology, researchers asked college students to role-play job interviews. They found that students who played candidates for the position of newspaper reporter, manager, and research assistant were less likely to get the hypothetical job when they smiled — especially during the middle of the interviews. 19. Your body language Experts say that when people like each other they mirror each other's body posture and movements. In a way, it looks like like the two people are "dancing." If you don't mirror your interviewer's body language, it might seem like you're not interested in what they're saying or even that you're lying. Obviously, you don't need to go to extremes here — like scratching your nose every time your interviewer does. But if they're leaning forward in their chair or sitting with their legs crossed, you can subtly mimic these behaviors. 20. How sweaty you are Offering a clammy palm to shake the hiring manager's hand is the greatest fear of many a job candidate. And for good reason: sweating suggests you're nervous and can undermine the image of cool confidence you're trying to project. One public relations recruiter tells US News that she recommends asking for a cold cup of water while you're waiting for your interview. That way, you'll lower your body temperature and stop some of the sweating. On the other hand, you can just accept that sweating and nervousness are normal in a stressful situation and hope your interviewer feels the same way. 21. When you send your thank-you note We all know how important it is to follow up after a job interview with a thank-you note — but not everyone realizes that when they send it can be just as important. If you wait too long, the hiring manager may forget about you or assume you're not interested in the job. It may also make you seem like a slacker. "The best timeframe to send a thank you email is within 24 hours after your interview," Whitney Purcell, formerly the associate director of Career Development at Susquehanna University, told Business Insider. "It should be sent during business hours – no 3 am emails that make your schedule seem a little out of whack with the company's traditional hours." For more on how to craft the perfect thank-you note, check out this handy guide. Jacquelyn Smith, Ivan de Luce, and Vivian Giang contributed to a previous version of this article.SEE ALSO: POWER BROKERS OF TECH: HR chiefs reveal how to get hired at Microsoft, Facebook, Netflix, and other top companies Join the conversation about this story »
A Facebook VP of recruiting says using this tactic can help you land a coveted job at the company, where the average salary is just over $122,000 a year
Summary List Placement Facebook is not only a collection of apps (including WhatsApp and Instagram) that...Summary List Placement Facebook is not only a collection of apps (including WhatsApp and Instagram) that reach billions of people around the world, it's also a highly desirable place to work. It ranked as Glassdoor's "Best Place to Work" three times in the past decade, most recently in 2018. In 2020, it slipped to 23rd place, but that's most likely because of controversy over the company's market dominance and role in politics rather than any change in compensation, perks, or working conditions. PayScale reports that the average salary at Facebook is just over $122,000 a year. If you want to work there, you'd better be at the top of your game, current and former employees report. "It doesn't matter how good you are at your job, chances are you're going to be surrounded by a ton of other people who are just as good if not better," an anonymous employee wrote in a Glassdoor review. "Imposter syndrome is real, but if you got an offer, you probably belong here too." There are many good ways to land a job at Facebook, including looking through the company's job listing and applying online, says Liz Wamai, vice president of recruiting at Facebook. But she especially recommends a somewhat unusual tactic: Attend in-person or virtual events for your profession or industry where Facebook executives will be present. Then find an opportunity to introduce yourself to Facebook recruiters or hiring managers. "That's one way of reaching people within Facebook and representatives from different areas of the company who can talk to you about their platform, their role, or their team," she said. You likely won't get a job then and there. "What we find is a lot of the people we meet at events, if it's the first time we talk to them, we'll have other touch points," Wamai said. "So we might see them again at another event or they might apply through our application tool." Still, she says, it's a smart way to meet recruiters and hiring managers and learn about the company. At job fairs and other recruiting events, the conversation inevitably centers around what job the candidate is looking for and what positions Facebook has open. "Industry events are a great way to talk about just who we are and what problems we're trying to solve in the world," she said. Jose Pinero, a career coach who works as an internal coach at Facebook says meeting company execs at industry events can put you at a definite advantage. "That tip is important because Facebook has a hiring committee that evaluates candidates in the last part of the process, and they care a lot about internal referrals. Feedback from other Facebook employees matters, and it gets counted," he said. At the same time, he advises, if you're applying to Facebook, you should pay even closer attention to your résumé than you normally would. "The résumé is critical for a Facebook applicant because it's evaluated at every single point in the process," he says. "You apply, there's a coaching call they offer — which you should take — there's a phone screening call, and a technical screening call if it's a technical job, there's a full day of interviews. There are companies where, once you pass that first entry point, they never look at your résumé again. At Facebook, it's a living document that keeps moving around with you." What is Facebook looking for in job candidates? As with other tech giants that can have their pick of many candidates, being very good at what you do amounts to table stakes for even being considered. The company wants candidates who will fit with its culture and philosophy. Here's some of what they hope to see. 1. You understand and support Facebook's mission "We want people who have a belief in our mission, which is to bring the world closer together through our platform," Wamai said. "That definitely resonates throughout the interview process. That's standard for any candidate — that they totally understand what we're about." This is one advantage of meeting Facebook executives at industry events — you can hear from them how the company defines its mission and what its ambitions are. 2. You're a builder What does that mean? "On the technical side, you're writing code that will help build a product," Wamai said. "If you are a financial analyst or a designer, we're thinking about people who are looking to build things and solve problems. They have entrepreneurial spirits. Because our teams are constantly innovating and iterating, we look for people who can identify areas of potential and then move fast to create solutions." With that in mind, you should emphasize any past roles where you created something new, either on your own or as part of a team, she says. 3. You're good at collaboration "We want somebody who can work well with others, look at cross-functional partners and pull others into the mix, whether it is somebody on your team or another team," Wamai said. "If you're trying to solve for something, we want someone who has no problem reaching out to other people who can help." 4. You're not afraid to dream big "I have coached a lot of people at Facebook, and something that really jumps out is that a lot of Facebook employees exhibit an I-can-change-the-world kind of optimism and attitude," Pinero said. "And it doesn't matter if they're a senior executive or a more junior employee." He says he was surprised the first time he coached a Facebook employee with these expansive ambitions, but he's seen it again and again. "I think Facebook looks for that kind of drive and attitude." 5. You're tenacious This quality will help you get hired at Facebook, Wamai says, because you may not get an offer the first time you apply. She recommends multiple approaches: applying for jobs online, talking to recruiters, talking to hiring managers, attending job fairs and/or industry events where Facebook representatives will be, doing outreach to Facebook employees, and using your personal network to find people who work at Facebook. "These are all multiple ways that we identify talent," she said. "We try to meet people as many different ways as possible." So if your first attempt to land a Facebook job doesn't work out, make sure to keep trying.SEE ALSO: You need to prove your 'Googleyness' if you want to get a job at Google. Here's how to show off this most desired personality trait during your interview. READ ALSO: I'm a Google recruiter who's interviewed thousands of candidates at top tech companies. I wish more job seekers knew these 4 things about the interview and hiring process. Join the conversation about this story » NOW WATCH: Here's what it's like to travel during the coronavirus outbreak
You need to prove your 'Googleyness' if you want to get a job at Google. Here's how to show off this most desired personality trait during your interview.
Google is one of the most desireable places to work, regularly topping Glassdoor's "Best Places to...Google is one of the most desireable places to work, regularly topping Glassdoor's "Best Places to Work" list. When considering who to bring on, the company looks for someone who has these four traits and weighs them equally: mastery of the actual role, cognitive ability (how smart you are), Googleyness, and leadership ability (even if you're not applying for a managerial role). Because many of the leadership traits Google looks for are the same as the Googleyness traits, Googleyness really accounts for a lot more than one-fourth of your score as a potential hire. Display Googleyness into your interview process by staying positive, highlighting ways you took an unconventional route, and being honest and asking for help when you need it. Visit Business Insider's homepage for more stories. Want to land a job at Google? A lot of people do. The tech giant is a highly desirable workplace, with average salaries of more than $116,00 according to the compensation site PayScale, along with annual bonuses and signing bonuses in some cases. Then there are the company's legendary perks, which included things like lavish food and free massages before the pandemic struck. More recently, Google gave its employees who work remotely $1,000 each to spend on their home offices. No wonder the company regularly makes it onto lists of the best places to work--it's number 11 in Glassdoor's ranking this year. And the company is constantly filling both technical and non-technical jobs all across the United States and around the world. What does it take to get hired at Google? You need to be skilled at the job you're applying for, but that only counts for 25% of the company's hiring decision, according to Jose Pinero, a career coach who helps job seekers land jobs at Google and other tech giants. Twenty-five percent is based on general cognitive ability--in other words, how smart you are--and another 25% is based on what they call "Googleyness," or whether your personality is a good fit for Google. A final 25% is based on an assessment of your leadership abilities, even if you're not applying for a managerial role. But since many of the leadership traits Google looks for are the same as the Googleyness traits, Googleyness really accounts for a lot more than one-fourth of your score as a potential hire. In a video at the Life at Google YouTube channel, Brinleigh Murphy-Reuter, a business recruiter at Google, describes Googleyness as "comfort with ambiguity, bias to action and a collaborative nature." That's not a lot go go on, but fortunately Jeff H. Sipe, an interview coach at Practice Interviews and a former recruiter who spent five years hiring people for Google provides a lot more detail in a video of his own. Sipe identifies 21 qualities that make up Googleyness, including positivity, humility, friendliness, playfulness, being a life-long learner, having a high EQ (emotional intelligence), courtesy, and valuing yourself and others. So how do you display these desired traits during the interview process? 1. Be nice to everyone and stay positive. Remember that all your interactions, including with cafeteria employees and receptionists (if the interview is on site), may be included in your evaluation. So will your answers to questions that may seem like small talk, such as "How are you doing?" or "Did you have a good weekend?" Pinero says. You will likely be faced with questions designed to elicit negativity, such as, "Tell me about a time you encountered a problem?" or "What do you dislike about having a manager?" he adds. Don't take the bait--keep your answer upbeat. "They are testing your Googleyness," he says. "Will you speak negatively about your former manager or blame other people?" Doing either will raise a red flag at a Google interview. 2. Highlight anything unusual about your career. Google is looking for people who follow an unusual path, Sipe says, so left turns in your career that you might normally downplay can actually help you. For example, did you quit a high-level job at a large company to launch a startup that failed? "Good!" he says. "That is a Googleyness item because Google will understand that first of all, you're not risk-averse, and secondly, you probably learned a ton." You can also get Googleyness points if, for instance, you had to drop out of high school, but got your GED and then learned coding on your own. 3. Show comfort with ambiguity. "Googleyness is really about embracing and finding joy in and appreciating the unknown," Sipe says in his video. "The interviews will challenge your ability to problem-solve with limited information." With that in mind, he says, "It's going to really, really show up if you don't show frustration, if you continue to work through and problem-solve." You can also display your comfort with ambiguity when the interview doesn't go as planned, for instance if you're moved from one conference room to another or if your video interview runs into technical difficulties, or if your interviewer is late. "When candidates got shifted around and had to move around during their interview days and they didn't let it bother them, it really, really showed up positively in the feedback," Sipe notes. 4. Don't pretend you know more than you do. Ask for help instead. Transparency is part of Googleyness, so this is the wrong time to fake it till you make it. "To pretend you know something you don't is a red flag. It's essentially inflating your experience or knowledge," says Grechen Jacobi, head of career services at Flatiron School, which teaches people to code and helps them land jobs at tech companies, including Google. "It's really important, if you're going to pass the Googleyness test, when you don't know something, don't say nothing," she says. For instance, if confronted with a coding language you don't know, say something like, "I'm not deep on that but I know about this, is it similar?" she advises. "Ask clarifying questions. Ask for help. They'll probably help you." If you really want to shine, win extra points by following up later about whatever it was, she advises. "To show you're curious, go do a bit of research. Build something with it or write a blog post about what you've learned and then send it to your interviewer. Say, 'I was curious about that thing we talked about and I wanted to show this to you.'" Keep in mind that the purpose of the interview is not for you to have all the right answers, it's for you to demonstrate how you handle situations where you don't, she and other experts agree. So, even if you're frustrated, stay positive, talk through your thinking as you try to solve the problem, and just do your best. Remember that Google is looking to hire lifelong learners, not know-it-alls. "They want to help you," Jacobi says. "They're interviewing you because they want to find a great teammate."Join the conversation about this story » NOW WATCH: A cleaning expert reveals her 3-step method for cleaning your entire home quickly