Interview Process

Dr. Jeff Pittges

September 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