Interview Process

Agenda
My Background
Overview
Interview Process
The Interview
Your Turn
Transition to Industry

My Background

Overview

Objective
Determine degree of match between
candidate and employer
What is the candidate looking for?
How can the candidate help the company?

Assess how candidate will perform

Assess how candidate will fit with the
team and the corporate culture

Negotiation Process
Remain objective
Dont put all your eggs in one basket
Understand what both sides want
What do you want from this job?
What does the company need?

Focus on what you can do for:

Company, Department, Hiring Manager

Filtering Process
Recruiter may receive hundreds of resumes
Recruiting takes time

Review resumes
Interview candidates
Discuss candidates
Select a candidate
Make an offer

Opportunity cost to employees

Critical personnel only meet top candidates

Interview Process
Phone Screen
First Round
Second Round
Closing

Phone Screen
Objective Qualify you for on-site visit
Get to know you
Assess personality and character
Assess technical skills
Sell the company and position
Gauge your level of interest

30 - 45 minute phone call with hiring

manager and/or recruiter

First Round
Objective Technical Screen
Technical questions and topics
Assess your skills for the position

On-site interviews
Meet members of the team
Meet first level managers

Second Round
Objective Make a decision
On-site interviews
Meet critical members of the team
Technical questions

Meet higher level managers

Assess fit with team and culture

Sell the company and the position

Closing
Hiring manager may present you with an offer at
end of last round -- verbal or written
More likely, hiring manager will call you to make
a verbal offer
Consider entire compensation package
Salary, stock, and benefits
Everything is negotiable

Written offer is sent

Time period to accept the offer
Short extensions usually granted

The Interview

Favorite Questions
What are you most proud of?
Describe your ideal job
Tell me about a challenging problem
and how you solved it
Ask for thoughts on a current problem
Rank your skills in

Behavioral Approach
Place the candidate in a situation and
ask the candidate to describe how they
would handle the situation
Observe candidates thought process
Predict candidates future behavior

Microsoft Approach
Solve technical problems
Intense grilling
What else, what else, what else?

Measure candidates depth and ability

to think outside the box
Contributes to Microsofts prestige
Work with the best of the best
Establishes a sense of value

Your Turn

Your Objective
Demonstrate your interest in the
company and the position
Passion is a trump card

You are looking for a match too!

Will you be happy in this position?

Appear interested, but not sold

Compensation is negotiable

First Steps
Summarize what you have learned
about the position
Responsibilities
Expectations

Clarify responsibilities and expectations

Summarize what you have to offer
Sell your background and experience

Candidate Questions
What challenges do the company and
the department face? Whats the plan?
What keeps you up at night?
What is the hiring managers style?
What programs and resources are
available for personal development?
Training, Mentoring
Tuition Reimbursement

Transition to Industry

Four Phases of Development

Dependent Non-Contributor
Independent Contributor
Contributes through others
Guides the organization

Challenges
Time Management
Results Driven
Lack of Feedback

Your Most Valuable Asset

Return on Investment

Results versus Goals

Results Driven