What does your organisation do?

Google is not a conventional company, and we don’t intend to become one. True, we share attributes with the world’s most successful organizations – a focus on innovation and smart business practices comes to mind – but even as we continue to grow, we’re committed to retaining a small-company feel. At Google, we know that every employee has something important to say, and that every employee is integral to our success.

 

What area(s) / disciplines of engineering and technology do you recruit?

Infrastructure Technology and Software Development.

 

What area(s) / disciplines of engineering and technology do you have apprenticeship opportunities?

IT, software, web and telecoms professionals apprenticeships - Level 3 and Level 4

 

How many vacancies do you have and when are the start dates?

Apprenticeships: Autumn each year, cohort size varies per program

 

What do you do / offer to support returners back to work, to enable highly qualified and experienced candidates to re-start their career? 

The office culture is very open so the apprentices have the opportunity to meet anyone they would like to talk to - this breaks barriers and empowers them to reach out to any person that inspires them or they want to hear from, including experts in their field and senior colleagues. Apart from this ongoing opportunity, the apprentices are placed on a learning journey, which includes recurrent trainings on topics of their choice (they get to propose the topics and who to teach them), office Tech Talks with external guests, internal trainings, offsite team events, performance evaluations and relevant feedback to help them develop. Besides role-related training, we cover professional skills like resume writing, giving & receiving feedback, self branding, etc. to make sure they develop a range of transferable skills. This means they get to understand the company as a whole and evaluate what their next step could be. They could either continue their studies, find another apprenticeship or role, or apply for a permanent role at Google, and our aim is to support everyone on their individual path.

 

How do you create an inclusive workplace? 

The apprentices start with offsite induction training, including fundamentals of coding, algorithms, ethics and other professional skills. Following this, we plan our own onsite on-boarding to include two to three weeks of training on internal tools and systems, and professional skills. All the sessions are run by current Googlers, which means the apprentices start meeting people outside their immediate team to create a strong support network. 

They can also join employee resource groups available in each region and open to anyone. We partner with EmployAbility to give apprentices advice on accommodations they might require.

There is a wealth of trainings available to make sure not only that the environment around them is inclusive, but that the apprentices themselves cultivate a culture of being inclusive to others, and other fellow apprentices. An experienced HR professional is assigned to each cohort of apprentices to make sure that they can raise any concerns they have and that their experience being part and creating the culture at Google is similar to everyone else’s.  

Apprentices have access to a variety of benefits and perks, including free access to the Headspace app, daily guided meditation sessions, access to the onsite gym facilities, counselor support, etc.

 

What five top-tips would you give to people applying to your company?

  1. Bring your whole self to the process - we want to get to know you!

  2. Show your passion for the area you are applying to

  3. Ask questions - this is a two way street so we also need to be a fit for you

  4. Be open to learning - even when you don’t know the answer, try to come up with options and express that you are giving it a go

  5. Take time to find the right role - it seldom works out from the first try so perseverance is key.