Thursday, August 12, 2010

My Grade Point, and S.A.T. Scores? REALLY

While trolling about the internet and the number of Social Sites I use: LinkedIn, FaceBook, Buzz I stumbled upon a job listing for Google. Looking for somebody in the Sales Department in Mountain View to do Partner Sales-Technical Account Management.

I followed the link and filled in my first GoogleJobs application/resume/posting. Now I am a little disappointed that I did find that I had to post my G.P.A. which is really quite poor (2.72 I think I actually have long forgotten what my G.P.A. was) and My S.A.T. Scores (I recall that I had an 1100 +/- 50 points), but that was 15 and 22 years ago.

Just how these metrics track to the potential I have to support a company like Google, is well beyond me. In fact, I am quite certain they are well beyond relevancy. The only interesting thing about my grades in University is that I got them, and they let me out anyway; And that since then I have been employed, despite them, and succeeded well beyond what some people would have assumed possible with those types of numbers.

Maybe more important would be the trend (not visible in a single number) of the Grades:

  1. 3.0 freshman
  2. 2.0 sophomore
  3. 1.2 sophomore
  4. 2.2 junior
  5. 2.7 junior
  6. 3.1 senior
  7. 3.2 senior

But then I would have to expose that I was a really poor student at first, then a lost student for a few years, but finished (a miracle on it own) and actually finished strong, once I found my niche--Technical Training and Communication about Technical Content. Oh and yes, that is just under 7 full years to graduate from Michigan Tech (which in my defense has accepted the fact that they are a 5 year school, and that explains at least 1 of the extra years).

What makes good employees after all?
  • Grades? (not good for me)
  • Test Scores? (not great, but not bad)
  • Good looks? (Rats!)
  • Height? (Ouch, that would suck)
  • Ability to survive adversity? (Hey, I used to suck but look at me now!)

I hope that Google, or whoever we try to find work with in the future, will recognize whether or not they are creating for themselves a "quarterback problem" when trying to fill their jobs. At least long enough to get our foot in. At least then the rest is up to us in the present--just how it should be.

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