Hi everyone, this video covers a common question being asked in the Googliness & Leadership round at Google. It is one of many inclusivity questions you may be asked. Good luck!!
Hi Jeff, truly appreciated for all of your videos, i started watching your video in July, submitted my resume for Google's account manager role in the end of July, and finally got the offer in Sep.! I watched and re-watched all of your videos, really prepared for all the interviews, I never could have been hired if I didn't watch your videos! Can't thank you enough for your sharing, your videos are the only ones I watched and that was absolutely enough. Thank you so much for all the high quality videos!
Hey Jeff, just fyi, recieved a question just like this and one of the clarifying questions I asked was if they wanted to hear a personal example. He said an example would be great. Key things to consider, make sure you clarify with the interviewer, and make sure your example fits exactly with the question being asked.
Alex, yes, I have noticed more of a willingness to take examples for inclusivity questions, but you took the most important step, you asked! Good luck!
Hi Jeff, I've been watching almost all of your videos, and I just want to say THANK YOU!! They are super helpful, and I've recommended your channel to my friends who also need interview/career guidance. I'm having my Google onsite interview tomorrow, and hope everything will go well! Again, thanks a lot!
Jeff, these videos are extremely helpful. You have created incredible resources which never existed to this detail, especially for roles like Program Manager. The insights on Google interviews are literally enablers of success for your viewers. Thanks for the great great content!
Thanks for all these videos! I've used them prior to my HR and teammate interviews, theyve found a team interested in me and I'll be using them some more for my virtual on-site day this upcoming Monday! Fingers crossed!
Ah man, as an entrepreneur who's dealt with some remote slackers, I can't help but admire how giving this person the alibi of "being left out" allows you to essentially put them on a performance improvement plan and document the issue all under the guise of "inclusivity and empathy" to avoid any personal fallout...gotta love it!
practicaltheory, people can obviously be left out for a number of reasons. I believe the intent of this question is all about how you make people feel included because everyone's personality type is different. And if people don't feel included on the team, the will struggle to hit their full potential.
Lession#0: Your job is not your therapy group, it's not a safe environment. Any missteps or weakneses will be documented and used against you down the road.
@@exginto8053 !00%! It is critical that employees do what is best for them because these companies have one goal - revenue/earnings. Some people don't like this advice, but ultimately, it is important for employees to protect/watch out for themselves!
Hello Jeff, thanks for the great videos! I have a question: What is it about the question that makes you decide to approach it with CFS instead of just responding based on your experiences/knowledge? Is it that is vague (when "someone" is being left out vs when one of YOUR TEAM members)?
Mariano, answer any question that does not specifically ask for an example with the CFAS method (we added A for assumptions). Not all interviewers dislike when you use an example to answer an open-ended question, but we don't know. You can ask if you can implement an example, but typically your interviewer will have an agenda of both open-ended and behavior questions. I hope this helps!
Hey Jeff, thanks for all the great work you are doing. Question - the Clarify in CFS, should I we asking those clarifying questions to the interviewer? Or these questions are part of my thinking process.
Hi Jeff Have you covered in another video as a Leader the question What did you do if some one in your team start to arrive late and in the meetings remain disengage?
Maches, I have not created a video on this question, but I have seen a question like this being asked. The focus on this answer should be one of establishing who, how long it has been occurring, and if this behavior was triggered by a specific event. Then you will want to use a Collaborative Framework - ruclips.net/video/2f74k0Fb4Ac/видео.html, followed by solving by showing how you would talk through the situation with these team members and come up with an action plan.
Hi Jeff, Recently I have gone through the interview process with Google for the L5 SWE position, my coding rounds went very well with positive, but I lost my Googleyness round, any help is very much appreciated as I have this round again but this time for level down.
@rayyanrishan7617, please make sure to watch any videos on this interview that I have produced and what has been trending lately is a focus on decision making, collaboration, and inclusivity. Make sure you have great examples for these subjects and you know how to tackle these items in a SWE role. Good luck!
Hi Jeff these contents are fantastic and the videos are definitely helpful I'm watching them all. I wanted to ask you If for a native English speaker and instead non-native speakers there is a greater difficulty in answering these interviews and these questions possibly? Do you have specific strategies to suggest how to deal with these interviews as a non-native speaker? It could be the suggestion for making specific videos
Alessandro, yes, two critical items. First is that your language skills are likely better than you think. Secondly, because speaking a second language requires more brain processing, slow down, and take a little more time. I hope this helps!!
Hi Jeff, its is quite interesting to learn how interview questions can be tricky and how smartly they can be answered. I saw your video around GCA and leadership interview questions. Wanted to know if you would have more information around GCC Google Custom Care support team leadership interview questions?
Kam, typically the leadership questions don't flex a great deal position to position, but for your role, it would really be around leadership pertaining to customer experience. Whether that is working directly with a customer or leadership in helping others with customer challenges. And lastly, how you find more efficient/effective ways to create overall better experiences. I hope this helps!
Thanks Jeff, May I know what can be the list of followup questions Interviewer may Ask? Can you please list down 5 out of them? Considering the question remains the same "What Do You Do When Someone is Being Left Out". I wanted to get a taste of it.
Kevin, the follow up questions really depend on your answer and the interviewer, but some potential follow up questions could be. Are there any other approaches you would consider? How would you measure success? Would you consider prioritizing the steps in a different manner? Reflecting back on your answer, anything you would have done differently? I hope this helps!
Hi Jeff, I watch most of your videos , a big thank you - your content is great. One question for behavioral questions : how do we bring more depth to learning & results specifically. Also how ideally should one answer a follow up question : what would you do differently if you had to do the same project all over again (in a positive scenario answer)
Priyanka, good questions. More depth to results is all about repeatable results, how did this result change the greater process, strategy, relationships, etc. What was the larger impact. On learnings, I want less depth and more precision. One concise learning delivered quickly. Lastly, I got this specific follow up question in my GCA interview and I said "everything!!!" Acknowledging that there are multiple areas to improve is a good thing, talk about all those items positively, but about the potential to do even better. I hope this advice helps!
@Jeff H Sipe Thanks again for the great content Jeff, I’m really practicing using your CFAS method, but I have a question: would it be a good idea to have a shared doc with your interviewer while problem solving? It may help with keeping track of things while giving your answer, what do you think? I’d write the question and then assumptions + solution while i explain my process. I don’t want it to be overkill though
Hi Mr. Sipe, I really love your content and thank you so much for the time you take to film this content. So, I was just curious that during the interview, how do we differentiate between Behavioral Question or a Problem Solving Question since they have a very similar wording, however, the technique to answer these questions is very different. So how do should I go about that?
Harsh, questions that start with Tell me about a time when or give me an example of, make up 90% of how behavioral questions are asked. How would you, what are the, and I want you to imagine are some common ways that open-ended questions are asked. Two keys are writing the question down and if you are unsure, ask!
@@jeffhsipepi Thank you so much for your help! Could you also share your insights on Customer Service/Project Management/Troubleshooting type of interviews too?
@@harshgupta4547, customer service - times you have dealt with and how you deal with both negative and positive customer experiences. PM interviews, collaboration, leadership without authority, navigating ambiguity, and leadership based questions. And for troubleshooting, hands on technical questions and collaboration when problem solving.
Bloodspiller777, great question! As long as you ask for permission to ask personal questions. We really need to create an environment of psychological safety, it makes it much easier to ask personal questions.
@JeffHSipe Often some companies like amazon prefer to answer in star format with some personal life answers. So should we choose to include an example or not to include one?
Salil Goyal, you are right, Amazon prefers for questions to be answered in the STAR format, so if they asked this question it would likely sound like - What do you do when someone is being left out? Can you provide an example of a time when this happened and what you did? Some Amazon questions will start open-ended, but typically the second half of the question will prompt you for an example. When answering this question at Google, they expect you to problem solve and not provide an example. I hope this answer helps!
Jeff, thanks a lot for your amazing videos! I have a question about your sample answer (someone in the team is left out). Would you involve also the manager of the team in the prep confidential consultation with your team peers or keep it informal without the manager with intent to try to help “bob” team member without the manager involvement. Thanks!
Eilon, great question! In some cases you would absolutely include leadership as a potential path. As long as the person being left out confirmed they were open to help from leadership.
Hi Jeff, great content! Thanks for creating it. I think I am confused at one point. The question "What Do You Do When Someone is Being Left Out?" belongs to Googleyness & Leadership interview stage as stated in the video title so I'd use STAR schema to answer. If the same question were to be asked me in GCA interview stage, then I'd answer that question as you explained in the video. I also watched your other videos and there is one to answer "Tell Me About a Time You Were Asked to Do Something Unethical?". In that one, you are following the STAR approach rather than the CFS method. To summarize, I think this video with its current title right now causes inconsistency when we consider your other videos about following STAR or GCA methods. I'd appreciate any clarifications on this!
zeynep nihan yami, thank you so much for your question, happy to clear up any confusion! The Googleyness and Leadership interview can have both behavioral and open-ended questions. The reason this is an open-ended question, is because at no point in the question do I ask you for an example. I ask you what would you do, this is a hypothetical scenario. The biggest item to look out for is the prompt that asks you for an example. If that example prompt is not given, problem solve. Now it is okay to ask your interviewer if you can provide an example, some will be open it, others will not. I hope this helps!!
Hello Jeff, I find your videos very helpful. I wanted to ask if there are any books on Googlyness and Google's GCA ability question you would recommend?
Hi Jeff, for your sample answer, in the last portion you mentioned creating an action plan with bob. is this sufficient? or would we need to dive deep into the actual action plan? assuming the interview doesn't probe, would it be sufficient to stop there?
Lionel, you are highlighting a critical point, this answer is not perfect! Could I have expanded there, absolutely, was it enough, probably not. And it's just a good reminder that answers can always get better.
@@jeffhsipepi thanks so much! i’ve gathered that it’s best to link the solution to the framework and also applying it to the role for connectivity and relevance. go through one or two solutions in detail and then check in with the interviewer if any further concepts from the framework need to be covered. thanks so much jeff!
@@jeffhsipepi Hi Jeff, been diving through your material the last couple of weeks in preparation. Would you happen to have any sample deep dives for each concept of your framework? Or would you be able to point me into the right direction? I do have personal examples but would love to see if there were any samples available for reference in terms of depth, clarity and tie in with role. Thanks so much for all that you do for us aspiring Nooglers!
@@liionelbooon remember that the deep dives will be based on your skills and expertise and should be role specific, so there are endless ways to deep dive, stay strengths oriented and role specific - those are my two strong recommendations.
ShouldCFS method be used in every round of Google interviews? The GCA/ Gogoleyness and Role related Knowledge intevriew? I feel like this would draw out the interview, making them only be able to ask 2 or 3 questions. lol
Nzegu ima, my methodology now includes assumptions, so use CFAS. And yes, less questions is better, each new question introduces ambiguity. Once you get into the flow of the question it creates brain connectivity and therefore we want to problem solve for that subject for as long as possible.
Slippery eel, I think this item is really hard to measure, it is more of a feeling. And sometimes when someone is being left out, it is a mix of them actually being left out and choosing to be left out.
Can you image Steve Jobs asking these questions? This definitely explains the abysmal failure of Gemini! Put your big boy pants on and get back to work! SJ: What do you do here? ... no, I did not ask what your job title is, what have you done for the company?
@dirkfromhein, yup, Google is not for everyone. If you are opposed to answering these types of questions, I recommend that you explore opportunities with other organizations, good luck!
iamstr8fire, yes, really any question that asks for an example. Not all interviewers dislike it when you implement examples to open-ended questions, but I don't want you to run into an interviewer like me that does not like it. And we don't know, so to be safe, always problem solve open-ended questions.
White Dancer, typically, behavioral questions start with, Tell me about a time when, Provide and example of, Give me an example of, this makes up 90% of the way behavioral questions start. If you are unsure, it is okay to ask!
balaji, hahaha!! So remember, oftentimes not answering is an interview strategy to see how you navigate ambiguity, but maybe I should make her a little more receptive in the future, I will definitely take your advice, thank you!!
@@jeffhsipepi just kidding..thanks for your videos. So far I navigated 4 rounds successfully at Google. 1 more coding round to go for EM selection. Fingers crossed :)
I honestly think that the interviewee shouldn't be asking clarifying questions in a normal world. It's the interviewer's duty to ask the question as clear as it gets. But... this is how it goes apparently...
Yagiz, good comment, there is quite a bit to unpack, so let's tackle it! First, I personally would not hire anyone that did not ask clarifying questions because for me, there is always missing data and I want to hire someone that will ask great questions before diving into solutions. Second, oftentimes the interviewer is intentionally leaving out information to see if the candidate clarifies and how they navigate ambiguity. Third, not all interviewers like clarifying questions, even if they leave out data. But in these cases if the interviewer shut me down as a candidate and told me not to ask clarifying questions, I would still clarify by using thought process, simply removing the questioning component and saying something like, I would be thinking about x, y, z.
Hi everyone, this video covers a common question being asked in the Googliness & Leadership round at Google. It is one of many inclusivity questions you may be asked. Good luck!!
This is the most informative channel out there. I followed your guidelines and today is my first day at Google. Thanks man! God bless you☺️
Aditya. YES!!!!!!!!!!! CONGRATS!!!! Good luck and thank you so much for the positive feedback!
Yes. Also I have made sure that everyone who asks for guidance, gets routed to your channel. I came looking for copper and found Gold! :D
@@jeffhsipepi vv vko
@@hellraiseraddy
98yhgy
They actually did! This channel helped me prepare for what’s coming😀
Hi Jeff, truly appreciated for all of your videos, i started watching your video in July, submitted my resume for Google's account manager role in the end of July, and finally got the offer in Sep.!
I watched and re-watched all of your videos, really prepared for all the interviews, I never could have been hired if I didn't watch your videos!
Can't thank you enough for your sharing, your videos are the only ones I watched and that was absolutely enough.
Thank you so much for all the high quality videos!
wei natalie, WOOHOO!!!!!!!!!!!!!!! CONGRATS!!!!!!!!!!! Good luck at Google!
Hey Jeff, just fyi, recieved a question just like this and one of the clarifying questions I asked was if they wanted to hear a personal example. He said an example would be great. Key things to consider, make sure you clarify with the interviewer, and make sure your example fits exactly with the question being asked.
Alex, yes, I have noticed more of a willingness to take examples for inclusivity questions, but you took the most important step, you asked! Good luck!
Thanks a lot for your videos Jeff, I used them to prepare for my Google interviews and I got the job! Keep it up.
Chima, YES, CONGRATS!!!!!!!!!!!!!!!!! GOOD LUCK!!! 😬
Hi Jeff, I've been watching almost all of your videos, and I just want to say THANK YOU!! They are super helpful, and I've recommended your channel to my friends who also need interview/career guidance. I'm having my Google onsite interview tomorrow, and hope everything will go well! Again, thanks a lot!
fresh65552, thank you for the positive feedback, I hope your interviews went well!
How was your interview??
Thanks Jeff, your contents are really helpful. Loved the approach for the topic.
@Pooja-pd1ee, I am so glad you found this video helpful!
Thanks a lot Jeff!
Ana, of course, glad it helped!
Jeff, these videos are extremely helpful. You have created incredible resources which never existed to this detail, especially for roles like Program Manager. The insights on Google interviews are literally enablers of success for your viewers. Thanks for the great great content!
Aradhana, thank you so much for this thoughtful comment!
Thanks so much Jeff for all the amazing videos and insights! I love your channel!
Anthony, thank you so much for the positive feedback!
Thanks for all these videos! I've used them prior to my HR and teammate interviews, theyve found a team interested in me and I'll be using them some more for my virtual on-site day this upcoming Monday! Fingers crossed!
David, good luck!!
Ah man, as an entrepreneur who's dealt with some remote slackers, I can't help but admire how giving this person the alibi of "being left out" allows you to essentially put them on a performance improvement plan and document the issue all under the guise of "inclusivity and empathy" to avoid any personal fallout...gotta love it!
practicaltheory, people can obviously be left out for a number of reasons. I believe the intent of this question is all about how you make people feel included because everyone's personality type is different. And if people don't feel included on the team, the will struggle to hit their full potential.
Lession#0:
Your job is not your therapy group, it's not a safe environment. Any missteps or weakneses will be documented and used against you down the road.
@@exginto8053 !00%! It is critical that employees do what is best for them because these companies have one goal - revenue/earnings. Some people don't like this advice, but ultimately, it is important for employees to protect/watch out for themselves!
Hello Jeff, thanks for the great videos!
I have a question: What is it about the question that makes you decide to approach it with CFS instead of just responding based on your experiences/knowledge? Is it that is vague (when "someone" is being left out vs when one of YOUR TEAM members)?
Mariano, answer any question that does not specifically ask for an example with the CFAS method (we added A for assumptions). Not all interviewers dislike when you use an example to answer an open-ended question, but we don't know. You can ask if you can implement an example, but typically your interviewer will have an agenda of both open-ended and behavior questions. I hope this helps!
@@jeffhsipepi Yes, thank you for the answer! That's really helpful.
Thank you so much Jeff, these videos are fantastic prep! :)
Shahid, thank for the positive feedback! This is definitely a question I want you to practice!
Hey Jeff, thanks for all the great work you are doing. Question - the Clarify in CFS, should I we asking those clarifying questions to the interviewer? Or these questions are part of my thinking process.
Sidharth, ask your clarifying questions directly to your interviewer.
Hi Jeff you seem to be very cute and genuine while making these videos. I can see your honesty in all these videos. Ye google employees are different
Tejaswi, thank you so much for the positive feedback!
Hi Jeff
Have you covered in another video as a Leader the question What did you do if some one in your team start to arrive late and in the meetings remain disengage?
Maches, I have not created a video on this question, but I have seen a question like this being asked. The focus on this answer should be one of establishing who, how long it has been occurring, and if this behavior was triggered by a specific event. Then you will want to use a Collaborative Framework - ruclips.net/video/2f74k0Fb4Ac/видео.html, followed by solving by showing how you would talk through the situation with these team members and come up with an action plan.
Great stuff Jeff. Keep it coming n
Mayuresh, thanks for the positive feedback!
Hi Jeff,
Recently I have gone through the interview process with Google for the L5 SWE position, my coding rounds went very well with positive, but I lost my Googleyness round, any help is very much appreciated as I have this round again but this time for level down.
@rayyanrishan7617, please make sure to watch any videos on this interview that I have produced and what has been trending lately is a focus on decision making, collaboration, and inclusivity. Make sure you have great examples for these subjects and you know how to tackle these items in a SWE role. Good luck!
Hi Jeff these contents are fantastic and the videos are definitely helpful I'm watching them all.
I wanted to ask you If for a native English speaker and instead non-native speakers there is a greater difficulty in answering these interviews and these questions possibly? Do you have specific strategies to suggest how to deal with these interviews as a non-native speaker? It could be the suggestion for making specific videos
Alessandro, yes, two critical items. First is that your language skills are likely better than you think. Secondly, because speaking a second language requires more brain processing, slow down, and take a little more time. I hope this helps!!
Hi Jeff, its is quite interesting to learn how interview questions can be tricky and how smartly they can be answered. I saw your video around GCA and leadership interview questions. Wanted to know if you would have more information around GCC Google Custom Care support team leadership interview questions?
Kam, typically the leadership questions don't flex a great deal position to position, but for your role, it would really be around leadership pertaining to customer experience. Whether that is working directly with a customer or leadership in helping others with customer challenges. And lastly, how you find more efficient/effective ways to create overall better experiences. I hope this helps!
@@jeffhsipepi Certainly that helps. Thank you for your response !! 👍
Thanks Jeff, May I know what can be the list of followup questions Interviewer may Ask? Can you please list down 5 out of them?
Considering the question remains the same "What Do You Do When Someone is Being Left Out".
I wanted to get a taste of it.
Kevin, the follow up questions really depend on your answer and the interviewer, but some potential follow up questions could be. Are there any other approaches you would consider? How would you measure success? Would you consider prioritizing the steps in a different manner? Reflecting back on your answer, anything you would have done differently? I hope this helps!
Hi Jeff, I watch most of your videos , a big thank you - your content is great. One question for behavioral questions : how do we bring more depth to learning & results specifically. Also how ideally should one answer a follow up question : what would you do differently if you had to do the same project all over again (in a positive scenario answer)
Priyanka, good questions. More depth to results is all about repeatable results, how did this result change the greater process, strategy, relationships, etc. What was the larger impact. On learnings, I want less depth and more precision. One concise learning delivered quickly. Lastly, I got this specific follow up question in my GCA interview and I said "everything!!!" Acknowledging that there are multiple areas to improve is a good thing, talk about all those items positively, but about the potential to do even better. I hope this advice helps!
@@jeffhsipepi thanks so much, definitely helps !
@Jeff H Sipe Thanks again for the great content Jeff, I’m really practicing using your CFAS method, but I have a question: would it be a good idea to have a shared doc with your interviewer while problem solving? It may help with keeping track of things while giving your answer, what do you think? I’d write the question and then assumptions + solution while i explain my process. I don’t want it to be overkill though
L S, I find that the shared doc really slows people down, but it is really up to you!
Hey Jeff - if you’re interviewing for a role that manages a team, is there anything special about that process at google?
Lindsay, typically, they will a more leadership driven/focused interview.
Hi Mr. Sipe,
I really love your content and thank you so much for the time you take to film this content. So, I was just curious that during the interview, how do we differentiate between Behavioral Question or a Problem Solving Question since they have a very similar wording, however, the technique to answer these questions is very different. So how do should I go about that?
Harsh, questions that start with Tell me about a time when or give me an example of, make up 90% of how behavioral questions are asked. How would you, what are the, and I want you to imagine are some common ways that open-ended questions are asked. Two keys are writing the question down and if you are unsure, ask!
@@jeffhsipepi
Thank you so much for your help!
Could you also share your insights on Customer Service/Project Management/Troubleshooting type of interviews too?
@@harshgupta4547, customer service - times you have dealt with and how you deal with both negative and positive customer experiences. PM interviews, collaboration, leadership without authority, navigating ambiguity, and leadership based questions. And for troubleshooting, hands on technical questions and collaboration when problem solving.
Would it be appropriate to ask Bob if there's something in his personal life that's affecting him / making him feel left out?
Bloodspiller777, great question! As long as you ask for permission to ask personal questions. We really need to create an environment of psychological safety, it makes it much easier to ask personal questions.
Thanks Jeff! I really need to change my name. #TeenageYears #Fragger
@JeffHSipe Often some companies like amazon prefer to answer in star format with some personal life answers.
So should we choose to include an example or not to include one?
Salil Goyal, you are right, Amazon prefers for questions to be answered in the STAR format, so if they asked this question it would likely sound like - What do you do when someone is being left out? Can you provide an example of a time when this happened and what you did? Some Amazon questions will start open-ended, but typically the second half of the question will prompt you for an example. When answering this question at Google, they expect you to problem solve and not provide an example. I hope this answer helps!
@@jeffhsipepi Thank you. This clears a lot of doubts for me.
Jeff, thanks a lot for your amazing videos! I have a question about your sample answer (someone in the team is left out). Would you involve also the manager of the team in the prep confidential consultation with your team peers or keep it informal without the manager with intent to try to help “bob” team member without the manager involvement.
Thanks!
Eilon, great question! In some cases you would absolutely include leadership as a potential path. As long as the person being left out confirmed they were open to help from leadership.
Hi Jeff, great content! Thanks for creating it. I think I am confused at one point. The question "What Do You Do When Someone is Being Left Out?" belongs to Googleyness & Leadership interview stage as stated in the video title so I'd use STAR schema to answer. If the same question were to be asked me in GCA interview stage, then I'd answer that question as you explained in the video. I also watched your other videos and there is one to answer "Tell Me About a Time You Were Asked to Do Something Unethical?". In that one, you are following the STAR approach rather than the CFS method. To summarize, I think this video with its current title right now causes inconsistency when we consider your other videos about following STAR or GCA methods. I'd appreciate any clarifications on this!
zeynep nihan yami, thank you so much for your question, happy to clear up any confusion! The Googleyness and Leadership interview can have both behavioral and open-ended questions. The reason this is an open-ended question, is because at no point in the question do I ask you for an example. I ask you what would you do, this is a hypothetical scenario. The biggest item to look out for is the prompt that asks you for an example. If that example prompt is not given, problem solve. Now it is okay to ask your interviewer if you can provide an example, some will be open it, others will not. I hope this helps!!
Yiu make nice videos, sir.
Shouvik Bhattacharya, thanks for the positive feedback!
Hello Jeff, I find your videos very helpful. I wanted to ask if there are any books on Googlyness and Google's GCA ability question you would recommend?
Udit, the content you will find on these subjects will mostly be in articles and videos.
Hi Jeff, for your sample answer, in the last portion you mentioned creating an action plan with bob. is this sufficient? or would we need to dive deep into the actual action plan? assuming the interview doesn't probe, would it be sufficient to stop there?
Lionel, you are highlighting a critical point, this answer is not perfect! Could I have expanded there, absolutely, was it enough, probably not. And it's just a good reminder that answers can always get better.
@@jeffhsipepi thanks so much! i’ve gathered that it’s best to link the solution to the framework and also applying it to the role for connectivity and relevance. go through one or two solutions in detail and then check in with the interviewer if any further concepts from the framework need to be covered. thanks so much jeff!
@@liionelbooon yup, that is the path!!
@@jeffhsipepi Hi Jeff, been diving through your material the last couple of weeks in preparation. Would you happen to have any sample deep dives for each concept of your framework? Or would you be able to point me into the right direction? I do have personal examples but would love to see if there were any samples available for reference in terms of depth, clarity and tie in with role. Thanks so much for all that you do for us aspiring Nooglers!
@@liionelbooon remember that the deep dives will be based on your skills and expertise and should be role specific, so there are endless ways to deep dive, stay strengths oriented and role specific - those are my two strong recommendations.
ShouldCFS method be used in every round of Google interviews? The GCA/ Gogoleyness and Role related Knowledge intevriew?
I feel like this would draw out the interview, making them only be able to ask 2 or 3 questions. lol
Nzegu ima, my methodology now includes assumptions, so use CFAS. And yes, less questions is better, each new question introduces ambiguity. Once you get into the flow of the question it creates brain connectivity and therefore we want to problem solve for that subject for as long as possible.
@@jeffhsipepi thank you! And CFAS should be used for all rounds? Even RRK rounds? Those aren’t behavioral based STAR format interviews? Thanks again
@@Baker19911 YES!!
How do you know if someone is being left out? how do you measure that?
Slippery eel, I think this item is really hard to measure, it is more of a feeling. And sometimes when someone is being left out, it is a mix of them actually being left out and choosing to be left out.
Can you image Steve Jobs asking these questions? This definitely explains the abysmal failure of Gemini! Put your big boy pants on and get back to work! SJ: What do you do here? ... no, I did not ask what your job title is, what have you done for the company?
@dirkfromhein, yup, Google is not for everyone. If you are opposed to answering these types of questions, I recommend that you explore opportunities with other organizations, good luck!
So is it safe to say the only time you should provide a specific example anytime during the process is when you hear “tell me about a time when?”
iamstr8fire, yes, really any question that asks for an example. Not all interviewers dislike it when you implement examples to open-ended questions, but I don't want you to run into an interviewer like me that does not like it. And we don't know, so to be safe, always problem solve open-ended questions.
I have an interview in an hour 👀.
Your content has been a tremendous help in my prep.
Keep up the good work.
@@iamstr8fire GOOD LUCK!!
@@jeffhsipepi I got positive feedback. On to the on-site 👀
@@iamstr8fire YES!!!!
How do I know it's not an example question?
White Dancer, typically, behavioral questions start with, Tell me about a time when, Provide and example of, Give me an example of, this makes up 90% of the way behavioral questions start. If you are unsure, it is okay to ask!
Su needs interview training. She is always silent 🤫 😄😄
balaji, hahaha!! So remember, oftentimes not answering is an interview strategy to see how you navigate ambiguity, but maybe I should make her a little more receptive in the future, I will definitely take your advice, thank you!!
@@jeffhsipepi just kidding..thanks for your videos. So far I navigated 4 rounds successfully at Google. 1 more coding round to go for EM selection. Fingers crossed :)
I honestly think that the interviewee shouldn't be asking clarifying questions in a normal world. It's the interviewer's duty to ask the question as clear as it gets. But... this is how it goes apparently...
Yagiz, good comment, there is quite a bit to unpack, so let's tackle it! First, I personally would not hire anyone that did not ask clarifying questions because for me, there is always missing data and I want to hire someone that will ask great questions before diving into solutions. Second, oftentimes the interviewer is intentionally leaving out information to see if the candidate clarifies and how they navigate ambiguity. Third, not all interviewers like clarifying questions, even if they leave out data. But in these cases if the interviewer shut me down as a candidate and told me not to ask clarifying questions, I would still clarify by using thought process, simply removing the questioning component and saying something like, I would be thinking about x, y, z.