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/

1. RECRUITING
THE
MICROSOFT
WAY
With Amy Miller, Recruiter at Microsoft
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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
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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
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4. CANDIDATE-CENTRIC
RECRUITING
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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
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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
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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
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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
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9. STRATEGIC TALENT
ADVISEMENT
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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
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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?
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12. FIVE STEPS TO STRATEGIC
TALENT ADVISEMENT
Everyone is a recruiter
3 FOUNDATIONAL
RECRUITING
CULTURE
Leveraging hiring managers’
networks and expertise
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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
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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
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15. LEVERAGING YOUR EMPLOYER
BRAND
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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?
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17. LEVERAGING YOUR
EMPLOYER BRAND
Follow your story and share the good stuff
Connect — #MicrosoftLife
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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
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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
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20. KEY TAKEAWAYS:
STEPS YOU CAN TAKE TODAY
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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
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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
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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
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24. JOIN THE DICE COMMUNITY
Learn more at dice.com/products
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