13 6 7
/ / 08:35
13 6 7
/ / 08:35
2
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KEY MESSAGE: special about MS hiring
SLIDE SCRIPTS:
• Focus on competency more than experience (such as number of years
working experience). I will explain the competencies later on.
• Very formalized and strict hiring process. No exceptions including internal
transfer.
• Very few candidates pass resume scanning/informal interview/interview
process. We would rather leave the position open than hiring someone that is
not fully qualified.
• Invest in interns to make them good candidates for full time when they
graduate (why? Because trainable interns are “white papers” and you can
draw your own pictures from scratch.). Performance and feedback on the
interns play a big role in hiring.
• Besides regular interview process, performance review, job level, and
feedback from previous managers also play a role in making hiring decision
for internal transfers. This is to avoid candidates that can do good in
interviews but cannot make commitments in real job.
• Hiring decision is made by hiring manager, not by human resource
• Not all qualified candidates can be hired, subject to headcount.
• Very difficult and relative long interview process.
Talk about my own interview process (difficulty, length)
SLIDE TRANSITION:
In the rest of this session, we will drill down into details of Microsoft hiring
process to show what do I mean here. Let’s talk about today’s agenda first.