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1、招聘成功的人才微软招聘过程及经验ElisaJinHuang(黄瑾）DevLeadMicrosoft–USSecurity为什麽讲这个题目？微软聘用的独到之处面试更看重必备的竞争条件（多于工作经验长短）非常严谨而规范的面试过程。不存在例外，包括内部人员流动。筛选及面试的淘汰百分比很高-宁缺勿滥.注重培养实习生。实习经验及表现在正式聘用中起一定作用。内部人员流动更注重目前工作表现，级别及评语聘用部门而不是人事部门作最后决定。并不保证所有的合格候选人被聘用（取决于名额）高科技企业中较难也是最长的面试过程。日程招聘目标（Goals)招聘过程（Process)竞争条件及
2、必备条件(Competency)面试与决策(Interview)如何招揽并留住人才(Keeptalentedpeople)招聘目标聪明(BillG)能够迅速创造性地理解和着手解决复杂问题要锋利,并能够及时吸收和消化新事务在任何情况下,当有人向你解释当时状况时，能立刻建议说：这样做怎么样？能够问有深度的，透彻的问题。能够实时地吸收和消化信息记忆力强能够把似乎不相关的领域的事物联系起来富有创造性，使工作有高效率勤奋，合作，适应性和灵活性强特殊技能技术热情着眼大局（有利于全公司）招聘过程确定人才资源需求实例：AuthorizationManager项目中型长期项目，
3、受限于Windows.Net日期1项目经理,2设计人员(高级,初级),1测试HotfixManager项目小型短期项目，Web发布，要求快.5项目经理,1设计人员,1测试招聘过程确定人才资源需求描述工作性质和必需条件实例：TheSoftwareDesignEngineerwillbeateammemberontheAuthorizationManagerproject,leadingdesign/implementationoftheAuthorizationManagerengine.AuthorizationManagerimplementsaroleba
4、sedaccesscontrolmodel,whichallowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextge
5、nerationAuthorizationManager.CandidatesshouldhavesolidbackgroundinC/C++,COM,XML,WIN32,andgooddesignandleadershipexperienceformedium-sizedprojects.Thecandidateshouldhave5yearsrelatedworkingexperienceandideallyalsohaveknowledgeonWindowssecurityingeneral.TheHiringManagerforthisjobreque
6、ststhatcandidatesbeatleastlevel62tobeconsideredforthisjob.招聘过程确定人才资源需求描述工作性质和必需条件实例：TheSoftwareDesignEngineerwillbeateammemberontheAuthorizationManagerproject,leadingdesign/implementationoftheAuthorizationManagerengine.AuthorizationManagerimplementsarolebasedaccesscontrolmodel,which
7、allowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextgenerationAuthorizationManage
8、r.Candidatesshouldh
