Interview Process Dr. Jeff Pittges September 10, 2006 Dr. Jeff Pittges September 10, 2006.

Interview ProcessInterview Process

Dr. Jeff PittgesSeptember 10, 2006

Dr. Jeff PittgesSeptember 10, 2006

Agenda

My Background Overview Interview Process The Interview Your Turn Transition to Industry

My Background

Overview

Objective

• Determine degree of match between candidate and employer– What is the candidate looking for? – How can the candidate help the company?

• Assess how candidate will perform

• Assess how candidate will fit with the team and the corporate culture

Negotiation Process

• Remain objective

• Don’t put all your eggs in one basket

• Understand what both sides want– What do you want from this job? – What does the company need?

• Focus on what you can do for: – Company, Department, Hiring Manager

Filtering Process

• Recruiter may receive hundreds of resumes• Recruiting takes time

– Review resumes– Interview candidates– Discuss candidates– Select a candidate – Make an offer

• Opportunity cost to employees– Critical personnel only meet top candidates

Interview Process

Phone Screen First Round Second Round Closing

Phone Screen

• Objective Qualify you for on-site visit – Get to know you– Assess personality and character – Assess technical skills – Sell the company and position – Gauge your level of interest

• 30 - 45 minute phone call with hiring manager and/or recruiter

First Round

• Objective Technical Screen – Technical questions and topics– Assess your skills for the position

• On-site interviews

• Meet members of the team

• Meet first level managers

Second Round

• Objective Make a decision

• On-site interviews

• Meet critical members of the team– Technical questions

• Meet higher level managers– Assess fit with team and culture

• Sell the company and the position

Closing

• Hiring manager may present you with an offer at end of last round -- verbal or written

• More likely, hiring manager will call you to make a verbal offer

• Consider entire compensation package– Salary, stock, and benefits – Everything is negotiable

• Written offer is sent– Time period to accept the offer – Short extensions usually granted

The Interview

Favorite Questions

• What are you most proud of?

• Describe your ideal job

• Tell me about a challenging problem and how you solved it

• Ask for thoughts on a current problem

• Rank your skills in …

Behavioral Approach

• Place the candidate in a situation and ask the candidate to describe how they would handle the situation

• Observe candidate’s thought process

• Predict candidate’s future behavior

Microsoft Approach

• Solve technical problems• Intense grilling

– What else, what else, what else?

• Measure candidate’s depth and ability to think outside the box

• Contributes to Microsoft’s prestige – Work with the best of the best– Establishes a sense of value

Your Turn

Your Objective

• Demonstrate your interest in the company and the position– Passion is a trump card

• You are looking for a match too! – Will you be happy in this position?

• Appear interested, but not sold – Compensation is negotiable

First Steps

• Summarize what you have learned about the position– Responsibilities – Expectations

• Clarify responsibilities and expectations

• Summarize what you have to offer – Sell your background and experience

Candidate Questions

• What challenges do the company and the department face? What’s the plan?

• What keeps you up at night?• What is the hiring manager’s style?• What programs and resources are

available for personal development?– Training, Mentoring– Tuition Reimbursement

Transition to Industry

Four Phases of Development

• Dependent Non-Contributor

• Independent Contributor

• Contributes through others

• Guides the organization

Challenges

• Time Management

• Results Driven

• Lack of Feedback

Your Most Valuable Asset

Return on Investment

Results versus Goals

Results Driven