Google references innovation thoroughly in workplace culture documents, which you can find online. Because innovation is a word with room for interpretation, it's essential to understand what innovation means to Google. Here are some of Google's thoughts on innovation:

- Think 10x. True innovation happens when you try to improve something by 10 times rather than by 10%.
- Launch, then keep listening. We continue to listen carefully to user feedback after each launch and revise products based on what we hear.
- Share everything you can. As a company, we share as much as possible with employees and strive for transparency.
- Hire the right people. Google has worked hard to attract people who want to tackle big problems that matter.
- Use the 70/20/10 model. 70% of our projects are dedicated to our core business, 20% of our projects are related to our core business, 10% of our projects are unrelated to our core business.
- Look for ideas everywhere. We believe great ideas can be found anywhere and we look for them everywhere.
- Use data, not opinions. We test and measure almost everything we do so that we have a continuous data stream to inform our decisions.
- Focus on users, not the competition. If you can build a robust and loyal base of people who love what you do, you'll have something rare and valuable.

As a Google Recruiter, your job will be fast-paced and ever-changing. Your approach to recruiting top talent will change with economic ebbs and flows, workforce legislation, global happenings, and other trends related to human resources.

Show the interviewer that you remain up to date on trends and changes in the recruitment world. You could even name one innovation that has been piquing your interest recently.

If you would like the interview to have a more conversational tone, feel free to ask the interviewer, in return, what they believe to be one exciting innovation in recruitment as of late.

"I believe that innovation in recruitment means creating new processes useful to candidates while helping hiring managers make the best talent decisions. Google believes that innovation requires focusing on the users. In this case, the users are our candidates. One example of innovation in recruitment is the introduction of asynchronous job interviews. These platforms are a game-changer for the recruitment process, especially when managing hundreds of open roles. It isn't easy to align interview schedules between candidates and hiring managers. Tools like these help candidates take control of their interview schedule while showing them that we respect their time. I look forward to learning more about, and contributing to, Google's innovative talent attraction and hiring strategies."