2. Internal Survey Result
-Job Hunting Behavior Key Take Away:
-Microsoft.com/Careers is the biggest
resource for senior talents to explore
opportunities proactively. 17.5% of the
Number of emails sent: 51 Last email distributed on: 4/8/2009 respondents have registered account
Total number of responses: 40 in the site which implies there are a
First response received: 4/8/2009 Last response received: 4/22/2009 large pool of quality resumes in E-Rec.
How to convert those page viewer
into account owner and source
Q1: Which channels did you use to explore career Q2: Have Hires by Channel
candidates out from E-Rec is our next
opportunities in Microsoft? Account? (According to
step to follow up.
Staffing Report)
Q1:Overall % Q2: Overall % Overall %
-Senior talents prefer Headhunting
agency (57.5%) while there are
Microsoft Career Website (Microsoft.com/careers) 30% 17.5% 4% approximately the same percentage of
Monster.com 5% 20% people have accounts in LinkedIn (55%)
51job.com 5% 25% and Facebook (47.5%), which shows
Zhaopin.com 2.50% 17.5% the growing importance of SNS
Chinahr.com 5% 17.5% websites in passive pipeline building.
Headhunting Agency 57.50% 49%
-ER plays an important role in
Microsoft Recruiter’s Direct Contact 25% 14%
attracting senior talent and can help
Microsoft Hiring Manager’s Direct Contact 12.50% 14% more in leveraging with SNS websites.
Microsoft Employee’s Referral 37.50% 19%
Social Networking-LinkedIn.com 12.50% 55% -Traditional job portals are not
Social Networking-Facebook.com 5% 47.5% effective in generating senior
candidates. Although there are around
Social Networking-Xiaonei.com 0% 7.5%
20% of the respondents have resumes
Social Networking-Others 0%
in the database of major job portals,
Microsoft Business Event 2.50% the tendency shows high possibilities
Others 7.50% that their resumes are not updated.
3. Internal Survey Result
-Career Motivation & Satisfier
Q1: Top 3 attributes to attract you before joining MS.
Market Research Overall Key Findings – U.S.
Q2: Top 3 attributes to satisfy you after joining MS.
MS Performance vs. Top Attributes:
(Quote from CVP Overview, U.S. Core Tech Candidates, 2007)
Overall % Overall %
(Q1: Motivation) (Q2:Satisfaction)
MS Strength MS Weakness
Work with Smart/Quality Compensation
Compensation 32.50% 10% People
Benefits 7.50% 5% Make an Impact Work / Life Balance
MS Neutral
Career opportunity 45% 25%
Career Opportunity & Growth
Work challenge 32.50% 37.50% Leading Edge Technologies (a strength per MS
Employees)
Business impact 37.50% 12.50% Skills Development & Education
Training & coaching 7.50% 20%
Company/product brand 47.50% 25%
Working environment 12.50% 27.50%
Internal opportunities 7.50% 2.50%
International exposure 12.50% 10%
Manager quality 7.50% 15%
Coworker quality 15% 25%
Leadership team quality 7.50% 12.50%
Role impact 2.50% 10%
Work life balance 12.50% 7.50%
4. Targeted Candidate Messaging Framework
R&D L62+ Top Attributes to attract Global CVP Supporting Targeted Candidate
Candidates and satisfy Messages Supporting Messages
Attributes
Mature Career Opportunity Continue to grow your Continue to grow your tech
Experienced professional skills and business skills with an
Developed Grow your tech and business industry leader.
Want to have bigger skills with an industry leader
impact Experience career growth
Face choice between and opportunity with an
technology & business industry leader
Try to balance
between work & life
Work Challenge Choose from an array of Choose from an array of
interesting and exciting interesting and exciting
experiences experiences
Working Environment + Work with high-caliber people in Work with high-caliber
People Quality a productive environment people in a productive
Enjoy and open, respectful and environment and open,
team oriented work place respectful and team
oriented work place.
Come work with talented People doing really amazing things
5. R&D L62+ Candidate Messaging
China Mainland
Employment Join a unique community of smart and passionate people who truly enjoy tackling technology’s
Promise
(Alternate) biggest challenges and driving the innovations that impact how the world lives, works and plays.
Core Value
Proposition Come work with talented People doing really amazing things
(Preferred)
Supporting Continue to grow your tech and Choose from an array of
Work with high-caliber people in a
Messages business skills with an industry interesting and exciting
productive environment.
(Preferred) leader. experiences
“The job is flexible and challenging.”
“I can learn a lot of software “I am learning a lot from the people
development experience, such as around me and the job itself. “
“It’s a chance to realize my dream to
formal process, coding skill, best
create great popular software.”
practice, new technology on Windows “I like working with the people here.”
development, etc.”
“A challenge to compete with strong
“We have flexible environment and
competitors.”
“Rich resources for people respect individual culture.”
development is what I am most
“I am satisfied with diversity of our
satisfied after joining Microsoft. There “My boss is open to ideas, and willing
product lines.”
are rich training sessions, online to give me directions. “
courses, forums and mentorship
“I am very interested in our
program in Microsoft Shanghai. It is “I work with a group of smart
innovation projects.”
quite impressive given it is a relative engineers.”
In the candidates
new site.”
own words “I have large space to develop the
“I enjoy working with open-minded
software and these software meet
and smart people.”
internal or external customer’s
needs.”
“I like the nature and scope of my
job. It uses my skill set well and I am
making impact. “
“There are many technologies and
fields I can work on. There are
tremendous market opportunities
that I can explore. “
6. F2F Interview Result
- Common Voices
Background: 9 L62+ external hired (FY08-FY09) employees interviewed including 6 L64+.
• Microsoft vs. Other Employers in Recruiting
Pros
- Capable recruiting and hiring team
Cons
- Different titling/leveling system which might mislead external candidates
- Tiring interview process
• Microsoft Recruiter vs. Headhunter
Pros
- Better knowledge about product and team
- Direct & effective communication
Cons
- Legally sensitive
- Time consuming and less efficient
• Best Way to Find Senior Candidate
- Personal Network through employee, recruiter and headhunter…
7. General Microsoft Messaging Guidelines & Employer Messaging Guidelines
Effective messaging Ineffective messaging
Make the candidate/customer the hero Boastful tone or trash talking the competition
Be specific and give examples Being vague vs. citing specific examples
Think globally, act (and message) locally Bringing up the “bad news”
When pushed, say "we’re working on it" Claims of exclusivity or absolute claims
Be optimistic and inspirational Relying too much on company reputation
Highlight our key brands effectively Being too focused on Windows, Office or the US and HQ in
Redmond
Do this… Don’t do this…
Do talk about the cool new products and services we are creating and taking to market. Don’t explicitly compare the Microsoft “deal” with competitive deals. All
deals to all candidates are unique in scope, purpose and application.
Do focus on the wide breadth of opportunities that exist at Microsoft unlike most other Don’t over-promise the opportunities, compensation or lifestyle. Keep
companies. Emphasize choice and maneuverability between roles, technology, products, things honest since candidates have internal networks to reality check
customer segments and geographic locations. against “recruiting spin”.
Do emphasize the opportunity the candidate has to choose to work in both small, intimate Don’t proactively bring up common negatives such as long working hours,
start-up teams, as well as large, established segment leader teams. stock price, etc. React to these questions in a positive yet real way.
Do follow the lead of your audience. Be prepared to refocus the message to address the Don’t reuse the same story with every candidate. Have a breadth of
specific needs of your candidate. For example, they may be more interested in making a examples and stories to tell. The candidates talk to each other and
big impact than in a variety of experiences. compare notes.
Do include our competitive compensation into your discussion, but do not make it the Don’t hide from competition. Recognize who we’re competing with and
primary focus. We need to show confidence in the “deal” and how it is competitive and to show them we are in the game, we know who we’re up against and we’re
put it on the table as something they need to know. here to win.
Do emphasize the worldwide coverage of the business and track record of successful
careers in offices around the globe.
Do emphasize the strong track record of employees taking their Microsoft experience and
leveraging it to grow their career outside the company someday. This is the goal of many
strong candidates and we cannot ignore it.
8. Guidelines for sourcing, interviewing, & messaging R&D L62+ Candidates
Do this… Don’t do this…
Do spend time researching candidate’s background before reaching Don’t mass emailing job opportunities with the same
out and introducing your plate of opportunities. Address in the Email Email template.
or call that you’ve made some research of their background and
present them the most suitable opportunities.
Do give a clear explanation on the difference between Microsoft
leveling and titling system with other company’s. For example, group
manager may not exist in other companies while in Microsoft it’s a
role managing multi-disciplines.
Do give a detailed introduction of the hiring team and group, as well
as a bigger picture of what Microsoft is doing in China. Help to set up
the communication channel for candidate and the hiring team.
Do set the expectation with candidate how much time the interview Don’t let your candidate wait without responses and
process is going to take and follow up closely and promptly with follow-ups.
candidates. Communicate in a way that the many rounds of
interviews is also a chance for them to get familiar with the future
manager, coworkers and stakeholders.
Do leverage Microsoft employee network to research, source and
close candidate through ER program, your supporting team, your
hiring manager as well as SNS sites (LinkedIn, Facebook…).
Do confirm with candidates in your initial Email or call that it’s legal
and appropriate to contact directly with a Microsoft in-house recruiter
to explore job opportunities.
