Why Google Interns Are Asked for Returning Interviews: Addressing Bias and Ensuring Objectivity

Introduction

During internships at Google, it's not uncommon for interns to be asked to undergo returning interviews at the end of their tenure. This practice might seem redundant given that their performance during the internship is already evaluated by their current team. However, this additional evaluation serves a critical purpose: combatting bias and ensuring objectivity in the hiring process. In this article, we will explore why these returning interviews are necessary and how they benefit not just Google but the interns themselves.

Understanding Bias in Internship Evaluations

One potential explanation for why Google interns are asked to undergo returning interviews at the end of their internships is an interesting phenomenon: the interpersonal connection formed between an intern and their current team. Let's delve deeper into why this connection can introduce bias and how it affects the evaluation process.

When an intern interacts closely with a team over a significant period, oftentimes lasting several months, it's natural for the team members to form some unconscious opinions about the intern's performance. This can cloud their judgment and affect their ability to evaluate the intern objectively. Even if the team members strive to be fair, the subconscious influence of personal familiarity is hard to completely overcome.

Addressing Bias with Returning Interviews

Returning interviews are a strategic measure to combat this bias. These interviews provide a fresh perspective from neutral parties who are not closely associated with the intern. This can help ensure that the final hiring decision is based on more objective data points.

The process works as follows: the intern is reassessed by individuals who did not participate in the initial evaluation. This could include HR representatives or other team members from different departments. Their feedback is then combined with that of the original team to form a more comprehensive and unbiased evaluation.

Example Scenario

Suppose an intern named Sarah is working on a project with the Sales team. After three months of collaboration, her manager and colleagues believe she excels in her role. However, Sarah is interested in transitioning to the Marketing team. If the Sales team is the sole evaluator, they may be more inclined to want Sarah to stay with them due to their familiarity and comfort with her. In this case, a returning interview by the Marketing team ensures a fair and objective assessment of Sarah's potential success in their department.

Why This Method is Effective in a Large Company Like Google

For a company like Google, where teams can be more specialized and geographically dispersed, the challenge of bias is magnified. At smaller companies, the team members may be more interwoven, making it easier to have a single, consistent evaluation. In contrast, at Google, teams are likely to be much more separate and independent. Therefore, relying solely on one team's evaluation can introduce a significant risk of bias. Returning interviews serve as a critical safeguard against this risk.

Conclusion

The practice of conducting returning interviews for Google interns is not merely a formality but a strategic approach to ensure objectivity and fairness in the hiring process. By involving neutral parties, these interviews provide a more balanced and comprehensive evaluation of the intern's potential. This method ultimately benefits both the intern and the prospective employer, ensuring that hiring decisions are based on the best available data rather than personal biases.

In the dynamic and competitive landscape of tech and software development, companies like Google recognize the importance of minimizing bias to select the most qualified candidates. Returning interviews are just one piece of their robust hiring strategy, helping to create an environment where everyone has an equal chance to shine.