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.
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?
The following logic can be seen in other tech giants like Google, amidst the pandemic the company itself applied the policy that since March 2020 all of its workforce 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.#GoodPractice
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.
One of the key steps in the beginning of recruitment is the candidate's screening where the recruiter assesses the thethe 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 company.
Microsoft’s screening procedures are designed around the leadership and curious nature of the candidate, 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.
Avoid the classics, what are your strengths and weaknesses or what are the biggest challenges you came through, they’re really safe, and you could apply them to any company, - SCALEUP 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.
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