Of all tech companies in the world, Microsoft reigns as the one with the highest market cap at over $1 trillion. It has grown to that dominance by knowing how to adapt already-existing technologies into highly marketable products.
When it expanded into hardware from its ubiquitous operating system and office software suite, it had an enormous hit with the XBox. It has since moved into touch-screen laptops, continuing to broaden its space in the tech sphere. The successful and agile course of the big tech giant derives from its solid recruitment process and lookout for talent.
Let us go through the key practices that have been optimized around Microsoft and ensure top talent recruitment. How do they build and screen the fannel? What kind of cultural fit they are looking for?
“I choose a lazy person to do a hard job. Because a lazy person will find an easy way to do it.” - Bill Gates
Google has recommended that all employees in North America, Europe, Africa and the Middle East to work from home beginning March 1. Google is not the only organization with this applied policy. CEO Tim Cook told employees at most of the company's global offices to work from home, according to Bloomberg. Twitter similarly encouraged global employees to work from home earlier this month while suspending non-critical business travel and events.
"The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area" - Bill Gates, Busines Insider.
Despite his ever expanding course not only does his claim stand, it is also being supported by solid data. According to KPMG Remote Working Practices 2020 Report, more than 70% of Employees despite their sector prefer to work from home, at least part-time.
Supporting your team’s desire to work from home, even if it’s only occasionally, will help boost morale and their sense of loyalty. That doesn’t just increase productivity, it also helps with staff retention.
Since the first steps of Microsoft, were Bill Gates was one of the driving forces there was the firm belief of recruiting extremely intelligent staff, favoring intelligence over experience
Similar with the case of Elon Musk's Recruitment Model, attributes such as thought processes, problem-solving abilities, and work habits were under the microscope through the interview waves that each candidate was going under. Furthermore, for the case of IT developer roles the focus continued to be purely on problem solving assessing the debugging skills as well as the candidate's creative thinking.
Another key feature when it comes to Microsoft's recruitment is the panel interview. In addition to saving time (thus improving the ever-important time-to-hire KPI), group interviews allow panelists to ask insightful questions that leverage multiple perspectives, which improves the accuracy of the interview process.
Two or more interviewers working together can create multi-faceted conversations with a candidate in a way that one-on-one interviews cannot. As a result, they help vet the candidate’s skills, as well as their cultural and organizational fit, more completely.
Microsoft's end-to-end recruiting system has undergone several iterations over time. A recent system assessment revealed that they needed to update their recruiting toolset to provide the best recruiting experience for the incoming talent. One of the key steps in the beginning of recruitment is the candidate's screening where the recruiter assesses the the candidate’s technical aptitude if they are going for a tech job, or other aptitude if it’s a role in a different area of the company.
Through this stage it is highly important for the candidate to display leadership as well as curiosity, Microsoft's Head of Talent, underscores that a key cultural attribute at Microsoft is curiosity and openness to learning. That includes how they recover from mistakes, and how they show grit and resilience.
In Microsoft a good candidate who passes the initial screening will be asked back for between four to seven in-person interviews with a number of people. Through this stage it is important to showcase how they might fit into Microsoft’s culture.
Questions like, what are the biggest challenges or what keeps you up at night aren’t bad, but they’re really safe, and you could apply them to any company. Challenging the interviewer to different places based on recent news and company trends is a rather strong feature that Microsoft's recruiter's pay attention for.