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Aurialie Jublin

15 companies that no longer require employees to have a college degree - 0 views

  • In 2017, IBM's vice president of talent Joanna Daley told CNBC Make It that about 15 percent of her company's U.S. hires don't have a four-year degree. She said that instead of looking exclusively at candidates who went to college, IBM now looks at candidates who have hands-on experience via a coding boot camp or an industry-related vocational class.
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    "The economy continues to be a friendly place for job seekers today, and not just for the ultra-educated - economists are predicting ever-improving prospects for workers without a degree as well."
Aurialie Jublin

Cloé, traductrice en ligne : « Je suis passée de très pauvre à plutôt riche »... - 1 views

  • Il a fallu se battre pour y arriver ? Sur Elance, oui. C’est assez difficile de commencer sur cette plateforme. Il ne faut pas lâcher l’affaire. J’ai débuté en février 2014 et j’ai décroché mon premier boulot en avril, un tout petit boulot payé 50 euros. En septembre, j’ai eu mon premier gros contrat qui a conduit au premier feedback. A partir de là, j’ai décollé. J’ai fait mon premier mois à 1 000 euros en décembre. Souvent, sur Elance, les free-lances débutent avec des tarifs assez bas pour donner envie d’être embauchés. Une fois qu’on a un premier avis positif, on peut augmenter nos prix.
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    "« Sur Elance, il est possible de réussir sans diplôme, sans expérience, alors qu'en France, pour tout type d'emploi, il est indispensable d'avoir de l'expérience (professionnelle) et pour la plupart, minimum bac +2. Donc c'est vraiment une chance pour quelqu'un qui a des compétences mais aucune de ces deux choses. »"
Aurialie Jublin

How to Get a Job at Google - NYTimes.com - 1 views

  • “There are five hiring attributes we have across the company,” explained Bock. “If it’s a technical role, we assess your coding ability, and half the roles in the company are technical roles. For every job, though, the No. 1 thing we look for is general cognitive ability, and it’s not I.Q. It’s learning ability. It’s the ability to process on the fly. It’s the ability to pull together disparate bits of information. We assess that using structured behavioral interviews that we validate to make sure they’re predictive.”
  • The second, he added, “is leadership — in particular emergent leadership as opposed to traditional leadership.
  • What else? Humility and ownership. “It’s feeling the sense of responsibility, the sense of ownership, to step in,” he said, to try to solve any problem — and the humility to step back and embrace the better ideas of others. “Your end goal,” explained Bock, “is what can we do together to problem-solve.
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  • The least important attribute they look for is “expertise.” Said Bock: “If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an H.R. person or finance person, and they have no content knowledge, and you compare them with someone who’s been doing just one thing and is a world expert, the expert will go: ‘I’ve seen this 100 times before; here’s what you do.’ ” Most of the time the nonexpert will come up with the same answer, added Bock, “because most of the time it’s not that hard.”
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    Pas forcément besoin de diplôme "LAST June, in an interview with Adam Bryant of The Times, Laszlo Bock, the senior vice president of people operations for Google - i.e., the guy in charge of hiring for one of the world's most successful companies - noted that Google had determined that "G.P.A.'s are worthless as a criteria for hiring, and test scores are worthless. ... We found that they don't predict anything." He also noted that the "proportion of people without any college education at Google has increased over time" - now as high as 14 percent on some teams. At a time when many people are asking, "How's my kid gonna get a job?" I thought it would be useful to visit Google and hear how Bock would answer."
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