Interview ProcessInterview Process
Dr. Jeff PittgesSeptember 10, 2006
Dr. Jeff PittgesSeptember 10, 2006
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
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
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 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
Four Phases of Development
• Dependent Non-Contributor
• Independent Contributor
• Contributes through others
• Guides the organization