招聘成功的人才(微軟招聘過(guò)程及經(jīng)驗(yàn))

1、招聘成功的人才微軟招聘過(guò)程及經(jīng)驗(yàn),,為什麼講這個(gè)題目？,微軟聘用的獨(dú)到之處,面試更看重必備的競(jìng)爭(zhēng)條件（多于工作經(jīng)驗(yàn)長(zhǎng)短）非常嚴(yán)謹(jǐn)而規(guī)范的面試過(guò)程。不存在例外，包括內(nèi)部人員流動(dòng)。篩選及面試的淘汰百分比很高 - 寧缺勿濫. 注重培養(yǎng)實(shí)習(xí)生。實(shí)習(xí)經(jīng)驗(yàn)及表現(xiàn)在正式聘用中起一定作用。內(nèi)部人員流動(dòng)更注重目前工作表現(xiàn)，級(jí)別及評(píng)語(yǔ)聘用部門而不是人事部門作最后決定。并不保證所有的合格候選人被聘用（取決于名額）高科技企業(yè)中較難也是最長(zhǎng)的面

2、試過(guò)程。,日程,招聘目標(biāo) （Goals)招聘過(guò)程 （Process)競(jìng)爭(zhēng)條件及必備條件 (Competency)面試與決策 (Interview)如何招攬并留住人才(Keep talented people),招聘目標(biāo),聰明 (BillG)能夠迅速創(chuàng)造性地理解和著手解決復(fù)雜問(wèn)題 要鋒利, 并能夠及時(shí)吸收和消化新事務(wù) 在任何情況下, 當(dāng)有人向你解釋當(dāng)時(shí)狀況時(shí)，能立刻建議說(shuō)：這樣做怎么樣？能夠問(wèn)有深度的，透徹的問(wèn)題。 能夠

3、實(shí)時(shí)地吸收和消化信息 記憶力強(qiáng) 能夠把似乎不相關(guān)的領(lǐng)域的事物聯(lián)系起來(lái) 富有創(chuàng)造性，使工作有高效率勤奮，合作，適應(yīng)性和靈活性強(qiáng)特殊技能技術(shù)熱情著眼大局（有利于全公司）,招聘過(guò)程,確定人才資源需求實(shí)例：Authorization Manager 項(xiàng)目中型長(zhǎng)期項(xiàng)目，受限于Windows.Net 日期1 項(xiàng)目經(jīng)理, 2 設(shè)計(jì)人員 (高級(jí), 初級(jí)), 1 測(cè)試Hotfix Manager 項(xiàng)目小型短期項(xiàng)目，Web發(fā)布，要

4、求快.5 項(xiàng)目經(jīng)理, 1 設(shè)計(jì)人員, 1 測(cè)試,招聘過(guò)程,確定人才資源需求描述工作性質(zhì)和必需條件實(shí)例： The Software Design Engineer will be a team member on the Authorization Manager project, leading design/implementation of the Authorization Manager engine. Author

5、ization Manager implements a role based access control model, which allows applications to control user access based on role information defined via policy. The person holding this position will own the dual interfaces t

6、o the engine, XML policy store management, business rule evaluation , access check functionality of the engine, and be involved in design of the next generation Authorization Manager. Candidates should have solid backgro

7、und in C/C++, COM, XML, WIN32, and good design and leadership experience for medium-sized projects. The candidate should have 5 years related working experience and ideally also have knowledge on Windows security in gene

8、ral. The Hiring Manager for this job requests that candidates be at least level 62 to be considered for this job.,招聘過(guò)程,確定人才資源需求描述工作性質(zhì)和必需條件實(shí)例： The Software Design Engineer will be a team member on the Authorization M

9、anager project, leading design/implementation of the Authorization Manager engine. Authorization Manager implements a role based access control model, which allows applications to control user access based on role inform

10、ation defined via policy. The person holding this position will own the dual interfaces to the engine, XML policy store management, business rule evaluation , access check functionality of the engine, and be involved in

11、design of the next generation Authorization Manager. Candidates should have solid background in C/C++, COM, XML, WIN32, and good design and leadership experience for medium-sized projects. The candidate should have 5 yea

12、rs related working experience and ideally also have knowledge on Windows security in general. The Hiring Manager for this job requests that candidates be at least level 62 to be considered for this job.,招聘過(guò)程,確定人才資源需求描述工

13、作性質(zhì)和必需條件實(shí)例： The Software Design Engineer will be a team member on the Authorization Manager project, leading design/implementation of the Authorization Manager engine. Authorization Manager implements a role based ac

14、cess control model, which allows applications to control user access based on role information defined via policy. The person holding this position will own the dual interfaces to the engine, XML policy store management,

15、 business rule evaluation , access check functionality of the engine, and be involved in design of the next generation Authorization Manager. Candidates should have solid background in C/C++, COM, XML, WIN32, and good de

16、sign and leadership experience for medium-sized projects. The candidate should have 5 years related working experience and ideally also have knowledge on Windows security in general. The Hiring Manager for this job reque

17、sts that candidates be at least level 62 to be considered for this job.,招聘過(guò)程,確定人才資源需求描述工作性質(zhì)和必需條件實(shí)例： The Software Design Engineer will be a team member on the Authorization Manager project, leading design/implementat

18、ion of the Authorization Manager engine. Authorization Manager implements a role based access control model, which allows applications to control user access based on role information defined via policy. The person holdi

19、ng this position will own the dual interfaces to the engine, XML policy store management, business rule evaluation , access check functionality of the engine, and be involved in design of the next generation Authorizatio

20、n Manager. Candidates should have solid background in C/C++, COM, XML, WIN32, and good design and leadership experience for medium-sized projects. The candidate should have 5 years related working experience and ideally

21、also have knowledge on Windows security in general. The Hiring Manager for this job requests that candidates be at least level 62 to be considered for this job.,招聘過(guò)程,確定人才資源需求描述工作性質(zhì)和必需條件發(fā)布工作位置空缺信息收集篩選簡(jiǎn)歷集區(qū)員工推薦，公司網(wǎng)站，內(nèi)部空

22、缺信息，合同公司建立面試循環(huán)小組 – 確定協(xié)調(diào)人面試準(zhǔn)備面試提供面試決策跟蹤,日程,招聘目標(biāo) （Goals)招聘過(guò)程 （Process)競(jìng)爭(zhēng)條件及必備條件 (Competency)面試與決策 (Interview)如何招攬并留住人才(Keep talented people),招聘標(biāo)準(zhǔn)：必備條件,解決問(wèn)題能力創(chuàng)造力模糊問(wèn)題決策能力溝通能力驅(qū)動(dòng)能力,招聘標(biāo)準(zhǔn)：部門合作,團(tuán)隊(duì)精神溝通沖突協(xié)商聽(tīng)取意見(jiàn)人際關(guān)系

23、,招聘標(biāo)準(zhǔn)：個(gè)人素質(zhì),自我開(kāi)發(fā)自信真實(shí)可信鎮(zhèn)靜模糊決策創(chuàng)造力勇氣身體力行,招聘標(biāo)準(zhǔn)：工作能力,決策力驅(qū)動(dòng)力工作表現(xiàn)計(jì)劃組織及協(xié)調(diào)力解決問(wèn)題能力管理能力,招聘標(biāo)準(zhǔn)：技術(shù)知識(shí),技術(shù)熱情對(duì)技術(shù)的熱情及執(zhí)著創(chuàng)新力知識(shí)和技能取決于個(gè)別工作性質(zhì)和要求,招聘標(biāo)準(zhǔn)：其他,長(zhǎng)期發(fā)展領(lǐng)導(dǎo)力公司決策力培養(yǎng)他人能力客戶至上客戶意見(jiàn)代表公司整體,日程,招聘目標(biāo) （Goals)招聘過(guò)程 （Process)競(jìng)爭(zhēng)條件及

24、必備條件 (Competency)面試與決策 (Interview)如何招攬并留住人才(Keep talented people),微軟技術(shù)職務(wù)分類,項(xiàng)目經(jīng)理 (PM)非管理職務(wù)軟件設(shè)計(jì)工程師 (SDE)軟件設(shè)計(jì)工程師/測(cè)試 （操作系統(tǒng)部門）(SDE/T)軟件測(cè)試工程師 (STE),項(xiàng)目經(jīng)理工作特性,管理產(chǎn)品中的某些功能。 具有組織領(lǐng)導(dǎo)才能，并對(duì)產(chǎn)品有很強(qiáng)的所有感。 對(duì)產(chǎn)品設(shè)計(jì)有強(qiáng)烈興趣，對(duì)技術(shù)問(wèn)題能透徹理解。 能對(duì)復(fù)

25、雜的任務(wù)緊密跟蹤，并設(shè)定輕重緩急。利用各種渠道和方法來(lái)溝通解決問(wèn)題。 有能力做出適當(dāng)?shù)娜∩帷?軟件設(shè)計(jì)工程師工作特性,有扎實(shí)編程基礎(chǔ)，能寫(xiě)堅(jiān)實(shí), 有邏輯和高質(zhì)量的程序。能設(shè)計(jì)并實(shí)現(xiàn)功能塊和應(yīng)用程序接口 思考模式: 有條理, 結(jié)構(gòu)化, 或有創(chuàng)造性高級(jí)設(shè)計(jì)工程師應(yīng)具有PM的某些特性：部門間溝通，組織領(lǐng)導(dǎo)決策力系統(tǒng)設(shè)計(jì)能力，復(fù)雜問(wèn)題解決能力對(duì)復(fù)雜的項(xiàng)目緊密跟蹤，能做出適當(dāng)?shù)娜∩帷?軟件測(cè)試工程師工作特性,從不同角度看問(wèn)題，永遠(yuǎn)

26、持懷疑態(tài)度以用戶身份測(cè)試產(chǎn)品俯視總體設(shè)計(jì)并制定測(cè)試方案很快學(xué)會(huì)新任務(wù)所需要的知識(shí)能找出邊角問(wèn)題及負(fù)面問(wèn)題在OS部門，需要編寫(xiě)程序來(lái)測(cè)試產(chǎn)品。 有很好的寫(xiě)/讀原碼的能力，能從中找到攻擊弱點(diǎn)和錯(cuò)誤,準(zhǔn)備面試,面試人必須參加培訓(xùn)清楚面試過(guò)程及一般要求清楚基本勞工法清楚不能問(wèn)的問(wèn)題身份，年齡身體狀況婚姻狀況宗教信仰政治敏感問(wèn)題,準(zhǔn)備面試,清楚面試策略及回饋要求理解工作的必備條件工作級(jí)別，性質(zhì)，及最低要求審閱簡(jiǎn)歷

27、準(zhǔn)備具體面試問(wèn)題技術(shù)和問(wèn)題求解具體情況分析 試探, 啟發(fā)式問(wèn)題,PM面試問(wèn)題實(shí)例：,講述以前做過(guò)項(xiàng)目的系統(tǒng)結(jié)構(gòu)，設(shè)計(jì)及技術(shù)要點(diǎn)。具體怎麼做的，為什麼？為什麼不這樣做？指出設(shè)計(jì)漏洞，如何補(bǔ)救？如果需要裁減，你要裁哪部分？為什麼？設(shè)計(jì)一個(gè)項(xiàng)目模塊明確模塊功能 – 輸入輸出結(jié)合變化參量（平臺(tái)，用戶，模式，網(wǎng)絡(luò)，等）技術(shù)認(rèn)定，為什麼基本技術(shù)概念 – 影響決策Tree, link list, COM, RPC, …,SDE

28、/SDET面試問(wèn)題實(shí)例：,設(shè)計(jì)并實(shí)現(xiàn)一個(gè)16位對(duì)齊的存儲(chǔ)管理器存儲(chǔ)指針運(yùn)算連接鏈及樹(shù)的各種運(yùn)算遍歷，加減節(jié)點(diǎn)，排序，存儲(chǔ)數(shù)碼操作反轉(zhuǎn)32位數(shù)，數(shù)設(shè)一的bit，x & (x-1)智力題在3x3格中找數(shù),SDET/STE面試問(wèn)題實(shí)例：,SDE/T實(shí)現(xiàn)連接鏈加節(jié)點(diǎn)的功能，并寫(xiě)程序測(cè)試（白盒子方法）給你一個(gè)接口(function)來(lái)讀文檔，你如何測(cè)試（黑盒子方法）？STE如何測(cè)試Notepad,,休息十分鐘,執(zhí)行

29、面試,第一人和最后一人很重要每人大約一小時(shí)面試簡(jiǎn)介80/20 原則 - 尋求具體確定答案根據(jù)需要改變面試問(wèn)題測(cè)試尚未測(cè)試或者弱的方面識(shí)別適合其他工作的強(qiáng)項(xiàng)成長(zhǎng)力，驅(qū)動(dòng)和決策力，其他工作能力招聘總經(jīng)理最后面試確認(rèn)并作決定推銷 - 機(jī)會(huì)，新技術(shù)，工作伙伴,我個(gè)人的面試經(jīng)歷,8 位面試人 （總計(jì)9小時(shí) 早9點(diǎn)-晚6點(diǎn)），2 PMs，5 SDEs，1 招聘經(jīng)理PM主要討論我做過(guò)的項(xiàng)目（網(wǎng)絡(luò)安全管理），找漏洞，SDE 測(cè)試

30、設(shè)計(jì)及在黑板上直接寫(xiě)程序Hashing, FIFO treeMemory managerLink listBinary treeOLE,如何決策面試結(jié)果,滿足必備條件, 具備重點(diǎn)競(jìng)爭(zhēng)條件據(jù)有和工作相關(guān)的技能畢業(yè)生 – 聰明，基本功，可培養(yǎng) 有很強(qiáng)經(jīng)驗(yàn)的 – 更側(cè)重技能和經(jīng)驗(yàn)大多數(shù)決策相同，招聘經(jīng)理最后決定3-4人面試要全部通過(guò)5-8人面試不能2人以上說(shuō)不多樣化 (diversity)少數(shù)不同文化背景,面試決策

31、實(shí)例 1 (SDE),寫(xiě)一個(gè)C算法在一個(gè)單向連接鏈中找到從鏈尾數(shù)的第N個(gè)節(jié)點(diǎn)問(wèn)清楚要求（比如節(jié)點(diǎn)結(jié)構(gòu)，返回類型）快速（5-7 分鐘）寫(xiě)出程序改進(jìn)算法清楚解釋思路，自己找出“bug”測(cè)試以下知識(shí)：基礎(chǔ)（C,接口定義，連接鏈，指針）目標(biāo)明確，思路，性能，溝通能力,面試決策實(shí)例1－續(xù),程序演示一般算法最優(yōu)算法,面試決策實(shí)例2 （SDE）,反轉(zhuǎn)32位數(shù) （N，例如10111001）測(cè)試“位”的概念測(cè)試是否有算法速度概念

32、(Big O)方法1 - O(n)交換第32位與第1位…總計(jì)16步方法2 – 常數(shù) - 搜尋表方式方法3 – O(logN)交換相鄰位，然后交換相鄰兩位，四位…直到16位,面試決策實(shí)例 3 (SDE)：,實(shí)現(xiàn)一個(gè)16位對(duì)齊的存儲(chǔ)管理接口問(wèn)清楚要求（16位對(duì)齊?，接口要求?，可否用標(biāo)準(zhǔn)庫(kù)?）能定義并實(shí)現(xiàn)接口（中高級(jí)）能設(shè)計(jì)虛擬存儲(chǔ)管理包括ＧＣ清楚解釋思路如何處理壓力測(cè)試以下知識(shí)：指針，存儲(chǔ)地址，位思路，溝通能力

33、問(wèn)題分析，適當(dāng)決策,面試決策實(shí)例 3－續(xù),程序演示存儲(chǔ)管理設(shè)計(jì)思路,,,,,,,占用和空的位置，大小認(rèn)證釋放位置集合零散釋放位置對(duì)齊以保證快速存儲(chǔ),面試問(wèn)題實(shí)例４（TEST）：,如何測(cè)試一個(gè)給定的讀文件接口輸入輸出參數(shù)變化測(cè)試文件格式（text,binary,unicode,DBCS)不同運(yùn)行環(huán)境用戶測(cè)試應(yīng)力測(cè)試，穩(wěn)定性，高性能測(cè)試測(cè)試Notepad菜單，輸入，顯示多個(gè)用戶，同時(shí)或分時(shí)多種國(guó)家語(yǔ)言本地/遠(yuǎn)程,

34、面試決策實(shí)例 ５（PM）：也適用于高級(jí)SDE,應(yīng)征人帶頭設(shè)計(jì)了一個(gè)網(wǎng)絡(luò)管理項(xiàng)目。其中一個(gè)模塊負(fù)責(zé)在網(wǎng)絡(luò)上傳送數(shù)據(jù)。這個(gè)模塊直接用winsock實(shí)現(xiàn)。為什麼自己實(shí)現(xiàn)Transport層？為什麼不用RPC?你們的方法安全嗎？有什麼辦法改進(jìn)？數(shù)據(jù)格式怎麼確定(XML,text)？如何解決不同版本之間的通訊？,面試決策總結(jié),多人參與面試及決策試題反應(yīng)所需技能的側(cè)重點(diǎn)圍繞必備條件試題有不同層次對(duì)不同級(jí)別的人試題有比較性,面試結(jié)

35、果跟蹤,通知招聘部門跟蹤錄用通知狀態(tài)和錄用者保持聯(lián)絡(luò)祝賀討論預(yù)備材料,面試結(jié)果調(diào)整,決策不一定完全準(zhǔn)確能力未全發(fā)揮面試結(jié)果與實(shí)際工作表現(xiàn)相差太大如何調(diào)整：調(diào)級(jí)升級(jí)調(diào)換工作評(píng)比管理,日程,招聘目標(biāo) （Goals)招聘過(guò)程 （Process)競(jìng)爭(zhēng)條件及必備條件 (Competency)面試與決策 (Interview)如何招攬并留住人才 (Keep talented people),如何招攬人才,實(shí)習(xí)生校園招