The average age of Microsoft employees is about 30 years old, most employees are quite young, especially in the application group. There are half of all employees from college, and many Microsoft managers prefer this way, they are willing to recruit young people because young people are more likely to integrate into "Microsoft mode".
In the early days of the company, Microsoft adopted the recruitment method of personally interviewed personnel. At that time, Bill Gates, Paul Allen, Charles Simoni and other advanced technicians were interviewed for each candidate. Microsoft uses the same approach to recruit procedural managers, software developers, test engineers, product managers, customer support engineers, and user trainers, based on early employees. Microsoft's annual recruitment personnel went to about 50 US universities. Recruiters go to the famous university and pay attention to local colleges (especially to recruit customer support engineers and testers) and foreign schools. Recruiters have organized daily instruments through the Ministry of Human Resources, and participate in interviews conducted by senior personnel of technical departments and product sectors. Have a desirable candidate will return to Microsoft headquarters to review. It can be seen that the recruitment is not directly employed, but the whole process of management recruitment.
In the late 1980s, this method accounted for a large proportion. Dave Thompson, the development manager of the WindowsNT group, talked about the role of recruiters and Microsoft recruitment developers:
A special interview in the campus, some people go there to do pre-selection. Since then, the recruitment process with experience and no experience is basically the same, and the change is not large. The interviewer will talk to 4 to 6 interviewers within one day. Finally, they will talk to people who make decisions, and the right person will be hired. The interview process is very flexible. Recruitment is a key factor in this process that helps manage this process. They make this process for the development manager, it is never painful. In the past, we spent a lot of time while hireding people. And now I spend time on the issue I can reply - such as assessing feedback information, interview candidates, making decisions, and more.
When you want to develop fast, you have to have an efficient personnel interview process. Good recruiters have an incredible insight for some important character ... they know what kind of person is more likely to become an excellent Microsoft employee. Any company that rely on the personnel to recruit personnel is destined to fail.
The interviewing of Microsoft Headquarters is borne by people in the product group function, and the developer assumes all the interviews of the enrolled developer, and the tester assumes all the interviews of the recruitment tester to promote it. The purpose of the interview conversation is to discuss the intellectual level of a person abstraction, not only to see how many coded or tests know how many coded or tests, or have a special expertise in marketing (in judging four important qualities in judge new employees, namely ambition, When IQ, expertise knowledge and business judgment, Gates is often used as a typical reference, and the four qualities in these four qualities are most important.) Microsoft interviews are well-known general problems include: estimating traffic of Mississippi River water or US gas station Number of. The answer to the interviewer is usually not important, and the method of analyzing the problem is very valued.
It is relatively small by screening. When recruiting developers in college, Microsoft usually selects only 10% of these 15% to headquarters to perform a retest, and finally employ 10% of the retest personnel 15%. Overall, Microsoft only hired 2% of the interviewers at 2%. Rick Roches, Vice President of Microsoft Research, said that when we praised the screening process: "This is like performing oral tests. The interview process is quite strict, I don't assume all outstanding talents, but being screened They are all outstanding talents, they have certain talents and talents, and the ability to think about the problem independently. "
Once employed, new employees will face a series of challenges and tests. These tests may come from the investigation of Gates himself every year, or even a corridor from Microsoft's cave (each building of the company has X-type double wings and various edges, making each In the office, the office is more, and only the nearby landscape and picturesque scenery have only smart people. 10 can successfully find the passages you pass in the aisle.) And only people who are willing to work for a long time can stick to it. Microsoft employees are quite Japanese even if they take a break. Dave Moore describes the typical day of Microsoft. He said: "In the case of Microsoft, wake up in the morning, go to work, work, feel hungry, go to breakfast, then do it, do you feel hungry , Eat a lunch, always work, until it is not good, then drive home to sleep. "In order to test the employee's determination, Microsoft paid to them relatively low salary. Gates usually does not pay the employee's high salary and even refuse to pay overtime payments to the Secretary and others at the beginning. He is in fact the policy of not giving overtime pay. But in 1982, he began to issue an annual bonus and distribute the employee. In the 1990s, the number of such compensation is considerable, because Microsoft's stock price continues to rise. The compensation to the employee now includes up to 15% of the annual bonus, stock subscription rights and discounts enjoyed when purchasing stocks with salary. (An employee can obtain 25% of the shared stocks in Microsoft. After every 6 months, it can be obtained every 6 months. All subscription rights will be exchanged every 2 years. New subscription rights. Employees can also purchase company stocks at a 50% discount price with no more than l0%.
