When answering this question, consider touching on Google's belief, 'Use data, not opinions.' Google states: "Data usually beats opinions. So at Google, data is a big part of every choice we make...Relying on data helps us understand the specific dynamics of our own human interactions and management practices and allows us to make smarter choices."

In the information above, Google describes the importance of realizing when smarter choices need to be made and making these smart decisions based on data rather than opinion. When forming your response, consider including some of the language Google uses, ensuring your answer feels familiar to the decision-makers who are interviewing you.

Talk about a time you made an error in the recruitment process. Briefly discuss the situation and how you course-corrected using data vs. opinion. Be sure to include details of what you learned in the process.

You can achieve this storytelling approach by using the STAR method (Situation, Task, Action, Result). Lastly, mention how the lesson you learned will benefit Google should they choose to hire you.

"Early in my career, I relied heavily on assessing a candidate's previous employer references and education match. This heavy focus caused me to miss an opportunity to weigh their experiences or analyze how they executed their work. My team provided me with constructive feedback, and we collaborated to make changes to the interview and qualifying process. We quickly learned that asking deeper questions from the start would help us capture the attention of the best talent. As a result, we made more informed hiring decisions, and our employee tenure improved by 15% in just six months. The genuine care I place in my recruitment efforts will benefit Google by helping to ensure that candidates are properly vetted against the company's four primary areas of focus: role-related knowledge, leadership, general cognitive ability, and personality."