Google answer to filling jobs is an algorithm

Company looking for more well-rounded candidates, like those who have published books or started their own clubs

Have you ever made a profit from a catering business or dog walking? Do you prefer to work alone or in groups? Have you ever set a world record in anything?

The right answers could help get you a job at Google.

Google has always wanted to hire people with straight-A report cards and double 800s on their SATs. Now, like an Ivy League school, it is starting to look for more well-rounded candidates, like those who have published books or started their own clubs.

Desperate to hire more engineers and sales representatives to staff its rapidly growing search and advertising business, Google8212; in typical eccentric fashion8212;has created an automated way to search for talent among the more than 100,000 job applications it receives each month. It is starting to ask job applicants to fill out an elaborate online survey that explores their attitudes, behaviour, personality and biographical details going back to high school.

The questions range from the age when applicants first got excited about computers to whether they have ever tutored or ever established a nonprofit organisation.

8220;As we get bigger, we find it harder and harder to find enough people,8221; said Laszlo Bock, Google8217;s vice president for people operations. 8220;With traditional hiring methods, we were worried we will overlook some of the best candidates.8221;

Google is certainly not alone in the search for quantitative ways to find good employees. Employers use a wide range of tests meant to assess skills, intelligence, personality and honesty. And the use of biographical surveys similar to Google8217;s new system is on the rise.

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Such tools, however, have mainly been the trademark of large corporations recruiting armies of similar workers, like telephone service representatives or insurance sales agents. They are rarely used in Silicon Valley, which is built on a belief in idiosyncratic talent.

8220;Yahoo does not use tests, puzzles or tricks, etc, when interviewing candidates,8221; Jessie Wixon, a spokeswoman for Yahoo, said. Google is known for hazing prospects in interviews with intractable brain teasers. And it once tried to attract candidates by placing some particularly difficult problems on billboards.

8212;SAUL HANSELL