招聘成功的人才(1)

招聘成功的人才微软招聘过程及经验为什麽讲这个题目？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，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.AuthorizationManagerimplementsarolebasedaccesscontrolmodel,whichallowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextgenerationAuthorizationManager.CandidatesshouldhavesolidbackgroundinC/C++,COM,XML,WIN32,andgooddesignandleadershipexperienceformedium-sizedprojects.Thecandidateshouldhave5yearsrelatedworkingexperienceandideallyalsohaveknowledgeonWindowssecurityingeneral.TheHiringManagerforthisjobrequeststhatcandidatesbeatleastlevel62tobeconsideredforthisjob.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,whichallowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextgenerationAuthorizationManager.CandidatesshouldhavesolidbackgroundinC/C++,COM,XML,WIN32,andgooddesignandleadershipexperienceformedium-sizedprojects.Thecandidateshouldhave5yearsrelatedworkingexperienceandideallyalsohaveknowledgeonWindowssecurityingeneral.TheHiringManagerforthisjobrequeststhatcandidatesbeatleastlevel62tobeconsideredforthisjob.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,whichallowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextgenerationAuthorizationManager.CandidatesshouldhavesolidbackgroundinC/C++,COM,XML,WIN32,andgooddesignandleadershipexperienceformedium-sizedprojects.Thecandidateshouldhave5yearsrelatedworkingexperienceandideallyalsohaveknowledgeonWindowssecurityingeneral.TheHiringManagerforthisjobrequeststhatcandidatesbeatleastlevel62tobeconsideredforthisjob.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,whichallowsapplicationstocontroluseraccessbasedonroleinformationdefinedviapolicy.Thepersonholdingthispositionwillownthedualinterfacestotheengine,XMLpolicystoremanagement,businessruleevaluation,accesscheckfunctionalityoftheengine,andbeinvolvedindesignofthenextgenerationAuthorizationManager.CandidatesshouldhavesolidbackgroundinC/C++,COM,XML,WIN32,andgooddesignandleadershipexperienceformedium-sizedprojects.Thecandidateshouldhave5yearsrelatedworkingexperienceandideallyalsohaveknowledgeonWindowssecurityingeneral.TheHiringManagerforthisjobrequeststhatcandidatesbeatleastlevel62tobeconsideredforthisjob.招聘过程确定人才资源需求描述工作性质和必需条件发布工作位置空缺信息收集筛选简历集区»员工推荐，公司网站，内部空缺信息，合同公司建立面试循环小组–确定协调人面试准备面试提供面试决策跟踪日程招聘目标（Goals)招聘过程（Process)竞争条件及必备条件(Competency)面试与决策(Interview)如何招揽并留住人才(Keeptalentedpeople)招聘标准：必备条件解决问题能力创造力模糊问题决策能力沟通能力驱动能力招聘标准：部门合作团队精神沟通冲突协商听取意见人际关系招聘标准：个人素质自我开发自信真实可信镇静模糊决策创造力勇气身体力行招聘标准：工作能力决策力驱动力工作表现计划组织及协调力解决问题能力管理能力招聘标准：技术知识技术热情»对技术的热情及执著»创新力知识和技能»取决于个别工作性质和要求招聘标准：其他长期发展»领导力»公司决策力»培养他人能力客户至上»客户意见»代表公司整体日程招聘目标（Goals)招聘过程（Process)竞争条件及必备条件(Competency)面试与决策(Interview)如何招揽并留住人才(Keeptalentedpeople)微软技术职务分类项目经理(PM)–非管理职务软件设计工程师(SDE)软件设计工程师/测试（操作系统部门）(SDE/T)软件测试工程师(STE)项目经理工作特性管理产品中的某些功能。具有组织领导才能，并对产品有很强的所有感。对产品设计有强烈兴趣，对技术问题能透彻理解。能对复杂的任务紧密跟踪，并设定轻重缓急。利用各种渠道和方法来沟通解决问题。有能力做出适当的取舍。软件设计工程师工作特性有扎实编程基础，能写坚实,有逻辑和高质量的程序。能设计并实现功能块和应用程序接口思考模式:有条理,结构化,或有创造性高级设计工程师应具有PM的某些特性：–部门间沟通，组织领导决策力–系统设计能力，复杂问题解决能力–对复杂的项目紧密跟踪，能做出适当的取舍。软件测试工程师工作特性从不同角度看问题，永远持怀疑态度以用户身份测试产品俯视总体设计并制定测试方案很快学会新任务所需要的知识能找出边角问题及负面问题在OS部门，需要编写程序来测试产品。有很好的写/读原码的能力，能从中找到攻击弱点和错误准备面试面试人必须参加培训–清楚面试过程及一般要求–清楚基本劳工法清楚不能问的问题–身份，年龄–身体状况–婚