Just read an interesting interview ofLaszlo Bock, senior vice president of people operations at Google. http://www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html?pagewanted=1_r=2smid=tw-nytimesbusinesspartner=socialflow Excepts: Years ago, we did a study to determine whether anyone at Google is particularly good at hiring. We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world’s leading expert. ... On the hiring side, we found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart. ... Q. Other insights from the data you’ve gathered about Google employees? A. One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation. Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything. What’s interesting is the proportion of people without any college education at Google has increased over time as well. So we have teams where you have 14 percent of the team made up of people who’ve never gone to college. Q. Can you elaborate a bit more on the lack of correlation? A. After two or three years, your ability to perform at Google is completely unrelated to how you performed when you were in school, because the skills you required in college are very different. You’re also fundamentally a different person. You learn and grow, you think about things differently. Another reason is that I think academic environments are artificial environments. People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment. One of my own frustrations when I was in college and grad school is that you knew the professor was looking for a specific answer. You could figure that out, but it’s much more interesting to solve problems where there isn’t an obvious answer. You want people who like figuring out stuff where there is no obvious answer.
In response to a complaint we received under the US Digital Millennium Copyright Act , we have removed 1 result(s) from this page. If you wish, you may read the DMCA complaint that caused the removal(s) at ..... 之前 megaupload也是说关就关，说跨国就跨国。现在，政府爪牙google又帮世界人民构建了和谐的绿坝，保护了一小撮米国商家的合法权益不受人民侵害....自由大旗瑞典倒下之后，互联网以后连表面上的自由都不能维持了么....pf
最近 Google Scholar 服务全面开放，你可以从Google的账户里登录到 Google Scholar ，然后从中选出自己发表的文章，Google自动追踪引用情况，给出最新的引用数据，H-index，i10index，总引用数据，最近5年的引用数据等等。 你可以决定这个文章列表和引用数据是否对外界公开，作者介绍中还有工作单位，职务和照片。Google的这项服务才刚刚开始，还很不流行，但可以想见，未来几年一旦流行起来，寻找某位的文章就很容易了。 我自己也建立了自己的Google简历，发现 Google Scholar 对发表的书籍还不是很友好，也很难追踪书里章节的引用情况，算是将来可以改进的部分。
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