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Recruiting the Microsoft Way

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Get tech recruiting advice from one of the world's most recognized tech brands: Microsoft. Amy Miller, Recruiter at Microsoft, shares strategies honed by the experience of recruiting hundreds of top tech pros every year.

Flip through this SlideShare to learn about:
• Candidate-centric recruiting – how Microsoft uses it to boost success
• Strategic talent advisement – five actions that transform you from recruiter to advisor
• Employer brands – how to use strong ones and overcome weak ones

Learn more about how you can use Dice to find the best in tech: http://www.dice.com/products/recruitment-package/

Published in: Recruiting & HR
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Recruiting the Microsoft Way

  1. 1. RECRUITING THE MICROSOFT WAY With Amy Miller, Recruiter at Microsoft The Career Hub For Tech
  2. 2. Amy Miller Recruiter in Seattle, Washington Recruiter @Microsoft. I also rant a bit on the internet and call it blogging. Follow at your own risk. A LITTLE ABOUT AMY The Career Hub For Tech
  3. 3. TODAY,WE’LL DISCUSS: Candidate-Centric Recruiting — how Microsoft uses it to boost success Strategic Talent Advisement — five actions that’ll transform you from a recruiter to an advisor Employer Brands — how to leverage strong ones and overcome weak ones Key Takeaways — tangible ideas you can start implementing today The Career Hub For Tech
  4. 4. CANDIDATE-CENTRIC RECRUITING The Career Hub For Tech
  5. 5. CANDIDATE-CENTRIC RECRUITING They build relationships with recruiters across various business groups and identify talent that can land anywhere in the org Talent sourcers are focused on specific talent pools and recruit broadly for the organization MICROSOFT’S RECRUITING MODEL:TALENT SOURCERS VS. RECRUITERS The Career Hub For Tech
  6. 6. CANDIDATE-CENTRIC RECRUITING They often hunt for specific profiles geared towards a certain business, but many have a specialty (like machine learning/data science) Recruiters are business aligned, but with some profile-based hiring MICROSOFT’S RECRUITING MODEL:TALENT SOURCERS VS. RECRUITERS The Career Hub For Tech
  7. 7. CANDIDATE-CENTRIC RECRUITING ONE MICROSOFT APPROACH “Microsoft was the only one who took the time to get to know me beyond my abilities to code.” We ALL recruit for Microsoft — that is at the core of every candidate conversation What is the candidate passionate about? It may not be "my" req, make the introduction The Career Hub For Tech
  8. 8. CANDIDATE-CENTRIC RECRUITING ONE MICROSOFT APPROACH Share profiles across teams and always come back to the candidate's goals — a software engineer for Bing can do the same work as one for Universal Store Opportunistic hiring versus req-based — "create" roles for strategic hires The Career Hub For Tech
  9. 9. STRATEGIC TALENT ADVISEMENT The Career Hub For Tech
  10. 10. Know your market — everything from competitors (it’s not always who you think!) to compensation and culture Diversity focus, as well as diversity of thought and experiences 1 EXTERNAL FOCUS FIVE STEPS TO STRATEGIC TALENT ADVISEMENT The Career Hub For Tech
  11. 11. The best talent doesn’t always fit the “usual” mold 2 DIFFERENTIATED HIRING “By adjusting our hiring practices, we are able to recruit from a new talent pool – one that is rich with mad skills.We’re hiring these folks because they’re amazingly talented individuals who are going to help us do amazing things at Microsoft.” JENNY LAY-FLURRIE CHIEF ACCESSIBILITY OFFICER, MICROSOFT FIVE STEPS TO STRATEGIC TALENT ADVISEMENT Focus on the business problem you’re solving — who can do that? The Career Hub For Tech
  12. 12. FIVE STEPS TO STRATEGIC TALENT ADVISEMENT Everyone is a recruiter 3 FOUNDATIONAL RECRUITING CULTURE Leveraging hiring managers’ networks and expertise The Career Hub For Tech
  13. 13. 4 SCALE AND IMPACT Global reach, cross border talent and scalable solutions Teams are often spread across geos — leveraging local networks and creative recruiting can help quickly fill critical needs across the globe FIVE STEPS TO STRATEGIC TALENT ADVISEMENT The Career Hub For Tech
  14. 14. Track Hires: Know where they're coming from and how to take advantage of those resources Use Education: Drive better hiring manager (and recruiter) behavior through information — stop chasing strategies that don’t work Find the Bottlenecks: Uncover where you're getting stuck (hint: the answer isn't always "more") 5 DATA DRIVEN DECISIONS “Data is the new electricity.” SATYA NADELLA MICROSOFT CEO FIVE STEPS TO STRATEGIC TALENT ADVISEMENT The Career Hub For Tech
  15. 15. LEVERAGING YOUR EMPLOYER BRAND The Career Hub For Tech
  16. 16. LEVERAGING YOUR EMPLOYER BRAND Everyone has heard of us — and has an opinion Ask questions first: — How does this candidate view us? — What gets him or her jazzed about taking my call? — What myths can I help bust? The Career Hub For Tech
  17. 17. LEVERAGING YOUR EMPLOYER BRAND Follow your story and share the good stuff Connect — #MicrosoftLife The Career Hub For Tech
  18. 18. LEVERAGING YOUR EMPLOYER BRAND Be authentic Write like you speak — it's your own voice, based on your own experiences Highlight real employees — let them share their stories in an honest and captivating way The Career Hub For Tech
  19. 19. LEVERAGING YOUR EMPLOYER BRAND Brace yourself for the not-so-great We are a big brand and everyone is watching Sometimes things are taken out of context — negative articles are published or something doesn’t land well with potential candidates Ask and listen The Career Hub For Tech
  20. 20. KEY TAKEAWAYS: STEPS YOU CAN TAKE TODAY The Career Hub For Tech
  21. 21. KEY TAKEAWAYS: STEPS YOU CAN TAKE TODAY Review your process Are you asking candidate-centric questions? One of my faves – “Forget MICROSOFT for a moment – if you could create your dream job, what would you work on?” CANDIDATE-CENTRIC RECRUITING Create partnerships across your organization Get to know your fellow recruiters and their businesses Share best practices on both candidate and client engagement Remember good or bad, you are the “face” of the organization The Career Hub For Tech
  22. 22. KEY TAKEAWAYS: STEPS YOU CAN TAKE TODAY Start with the business problem you’re trying to solve Be the expert in YOUR field – know your market (competitors, salary trends, talent pools) STRATEGIC TALENT ADVISEMENT Craft stories with your data Share what’s working and what’s not Stand up for doing the RIGHT thing for candidates and your businesses and leverage facts to back up your decisions The Career Hub For Tech
  23. 23. KEY TAKEAWAYS: STEPS YOU CAN TAKE TODAY If you don’t have an employer branding team, own it Start small Pick one social network and start gathering and sharing your own generated content Organic is BEST EMPLOYER BRANDS For larger companies, leverage work already being done Volunteer to assist marketing or whoever owns this work Create career-specific content, and eventually channels Above all, keep it REAL The Career Hub For Tech
  24. 24. JOIN THE DICE COMMUNITY Learn more at dice.com/products The Career Hub For Tech

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