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Message: <blockquote data-quote="ncpasan" data-source="post: 16331079" data-attributes="member: 274752"><img src="http://i62.tinypic.com/331zr0h.jpg" alt="" class="fr-fic fr-dii fr-draggable " style="" /> Google  has spent years analyzing who succeeds at the company, which has moved  away from a focus on GPAs, brand name schools, and interview brain teasers                        In a conversation with The New York Times' Tom Frideman,  Google’s head of people operations, Laszlo Bock, detailed what the  company looks for. And increasingly, it’s not about credentials.                             Graduates of top schools can lack “intellectual humility” Megan McArdle argued recently  that writers procrastinate “because they got too many A’s in English  class.” Successful young graduates have been taught to rely on talent,  which makes them unable to fail gracefully.                                Google looks for the ability to step back and embrace other people’s ideas when they’re better. “It’s ‘intellectual humility.’ Without humility, you are unable to learn,” Bock says. “Successful bright people rarely experience failure, and so they don’t learn how to learn from that failure.”                        Those people have an unfortunate reaction, Bock says:                                     People that make it without college are often the most exceptional Talent  exists in so many places that hiring managers who rely on a few schools  are using it as a crutch and missing out. Bock says:    Many  schools don’t deliver on what they promise, Bock says, but generate a  ton of debt in return for not learning what’s most useful. It’s an  “extended adolescence,” he says.                                    Learning ability is more important than IQ Succeeding in academia isn’t always a sign of being able to do a job. Bock has previously said  that college can be an “artificial environment” that conditions for one  type of thinking. IQ is less valuable than learning on the fly, Bock says:       A  behavioral interview, in contrast with those that ask people to figure  out how many tennis balls fit into a tennis court, might ask how you’ve  reacted to a particularly difficult problem in the past. They can also  help find people who fit the company’s definition of leadership. It’s  not about leading a club at school or an impressive prior title, Bock  says, but the ability to step up and lead when it’s necessary.    </blockquote>

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