Microsoft aims to keep hold of its good staff

Recruitment is a process that businesses have to go through to hire new staff.

At Microsoft this process is taken very seriously because they want the best people to work for them.

Everything the human resources team do is geared towards creating an environment where the best people want to work.

"That's our vision and we want to make the vision come true" says Gill Crowther, head of the Great Managers team at Microsoft.

"Recruitment is not just about hiring, it's about the longer term, thinking about the needs of the people."

Microsoft tries to ensure it always gets the best people. It works with schools and universities so it hears about the talent out there, and over the years has built up relationships with staff from key departments.

Pipeline

At Microsoft, the aim is to make a talent pipeline that its new recruits pass through.

They are hired not just for their current skills but for their future potential.

According to Gill, when they hire new staff, the recruitment team focus on the strengths of the individual.

Microsoft is one of the UK's most popular companies to work for, with a turnover of staff of just 5%.

But even though they try to keep hold of their staff, there is a constant need for new people.

Microsoft take on around 20 new graduates per year. These are divided into two main areas - the commercial side and the technical side. For each stream, they get approximately 1,000 applicants.

The process

Students usually already know about Microsoft so if they're keen to work for them, they get in touch.

But the company also presents at various universities around the country and advertises on the web and through newspapers.

Applications for positions are then made via the website.

These are screened and a shortlist drawn up.

A template is used with which Microsoft's criteria are outlined. A score-card system is then used to whittle the candidate list down.

This part of the process is usually done by an outside agency or partner.

The next stage is where Microsoft meets the candidates, usually at a presentation day where the candidates go through various sorts of psychometric testing to gauge their aptitude and personality.

There is then a final stage which might involve inviting the candidate back to meet senior executives at Microsoft.

The candidate is then offered a permanent contract as a "graduate trainee" and will quickly be fully integrated into the workplace, provided they pass the three month probationary period.

Not an exact science

Recruitment is not an exact process so sometimes it doesn't work - and the selected candidate does not fit. But there is a great emphasis on supporting new recruits to nurture and coach them to fulfil their potential.

There's always a big effort to make the recruitment process itself as enjoyable as possible.

Doug Bugie, chief executive of Norman Broadbent, the recruitment agency that helps place staff with Microsoft, says: "We have to make sure that they have the best experience because even if they don't get through this time, they might come back in the future."

Recruitment freeze?

Microsoft has fared pretty well recruitment-wise since the economy took a downturn.

There are certain areas which have had to stop hiring new staff, but many continued to hire - and Microsoft as a whole is committed to its graduate recruitment programme.

"We're not growing as fast as we were in the 90s but we're still taking on many good people," says Gill Crowther.

But because of the squeeze on recruitment, the competition for jobs is fierce.

According to Doug Bugie: "Companies are fighting for top recruits, it's tougher than ever to find the cr�me de la cr�me."

Microsoft came top of a recent survey of the best companies to work for.

It's not the top payer but people just love to work at the company's campus in Reading.

It's not surprising really. There's a lake and a forest with picnic tables.

There are four cafes, a restaurant, Xbox terminals, sports facilities, a cr�che and a medical centre with doctors and nurses who run specialist clinics.

The company also gave 9.6% of its UK pre-tax profit to charity - much more than most UK companies.

When people come to work for Microsoft they stay. Well, what more could you want?

Just think...

How does Microsoft motivate people who work for the company?

Why is it so effective?

Getting the right people

As you might imagine, there is no shortage of people who want to work at Microsoft so recruitment's not a problem - but like everything related to people - it is carefully thought out.

The experience must be good because many people who don't get in the first time will try again.

Microsoft recruits at all levels. For its 20 graduate posts a year, it gets 1,000 applications. It works with universities to find the best talent.

There is only a 5% staff turnover so when people are selected, they are likely to stay a long time - so the selection process must be sure to find the right people.

Just think...

What do you think "a good experience" means in recruitment?

What processes should the company use to ensure that it gets the right people?

Selecting people

Microsoft advertises on websites and in the papers. Applications are made online and are screened to find the best candidates.

Those selected for the second stage come together and are put through their paces.

Successful candidates are then taken through to the final stage which might involve coming back to meet senior executives.

Once they have passed this hurdle, they will be given a permanent contract as a graduate trainee - providing they pass the three months probationary period.

Just think...

What do you think Microsoft is looking for from the people it selects?

How does the law affect Microsoft's recruitment process?

Keeping people

Microsoft has spent a lot of money on making sure it has the right people but is first to admit that recruitment is not an exact science.

A few people won't fit in after all - but the number is very small.

Once a new employee joins the firm, they are immediately integrated so they feel they really belong. Very few don't get through the probationary period.

Microsoft wants people to achieve everything they can so they nurture them. They are encouraged and coached to help them do their best and develop their skills.

There are lots of opportunities to move within the business. A company that is spread across the world has opportunities to extend people to their limits.

This also means that they stay. Microsoft staff are some of the best. They won't find it hard to get a job elsewhere - so the company does all it can to keep them.

Just think...

How does Microsoft encourage people to stay?

Why does it want people to stay?

Why does helping people to develop encourage them to stay?