招聘成功的人才
微软招聘过程及经验
为什麽讲这个题目？
微软聘用的独到之处
面试更看重必备的竞争条件（多于工作经验长短） 非常严谨而规范的面试过程。不存在例外，包括内部人 员流动。 筛选及面试的淘汰百分比很高 - 宁缺勿滥. 注重培养实习生。实习经验及表现在正式聘用中起一定 作用。 内部人员流动更注重目前工作表现，级别及评语 聘用部门而不是人事部门作最后决定。 并不保证所有的合格候选人被聘用（取决于名额） 高科技企业中较难也是最长的面试过程。
勤奋，合作，适应性和灵活性强 特殊技能 技术热情 着眼大局（有利于全公司）
招聘过程
确定人才资源需求 实例：
Authorization Manager 项目
中型长期项目，受限于 日期 1 项目经理, 2 设计人员 (高级, 初级), 1 测试 小型短期项目，Web发布，要求快 .5 项目经理, 1 设计人员, 1 测试
招聘过程
确定人才资源需求 描述工作性质和必需条件 实例：
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 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 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 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 years 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.
