Microsoft’s Recruiting and Selection

Microsoft Corporation refers to an American international technology firm with its headquarters in Washington at Redmond. This company focuses on developing, licensing, manufacturing, monitoring and supplying computer software, personal computers, and consumer electronics as well as carrying out services related to the above products. Presently, this company is confirmed to have experienced the shortage of experienced workers and experts with the capability of handling coming up with the innovation that aligns with complication encountered within the scientific sector (Larson & Hewitt, 2005). Moreover, this company is also confirmed to lack sufficient professionals for coping up with ever-changing consumer demands (Holland et al., 2007). Based on the above information, Microsoft Corporation is utilizing unique recruiting and selection criteria in order to attract and retain talented workers.

First, the company is using effectual and efficient recruitment policies and methods that enable it to hire competent laborers. To illustrate, Microsoft has come up with a set of principles that dictate the criteria to be followed during the employment and selection process. As a matter of fact, this policy focus at ascertaining that the staffs involved in the recruitment activity are transparent and unbiased, a thing that in turn contribute to the selection of the suitable candidate who can aid the firm to achieve its goals at ease (Holland et al., 2007). Furthermore, this company has clearly described the requirements for each job position, thereby, ensuring that the hiring team does not favor some applicants or being bribed to recruit some individuals who do not meet the highlighted qualifications (Larson & Hewitt, 2005). Still, this company has also dictated the instances into which the hiring should instigate and individuals who should oversee the entire recruitment process. 

Similarly, Microsoft Corporation is utilizing several methods while selecting and recruiting its laborers. To illustrate, the management in this company have a tendency of organizing interviews where several applicants are being assessed for certain qualities. At this point, is capable of selecting individuals with the required qualifications as well as those having the potential of handling specific tasks at ease (Holland et al., 2007). On the other hand, this company uses a tactic of administering online pre-recruitment evaluation and those who pass the provided appraisal are provided with job opportunities in various fields. More importantly, this company sends its representatives in different learning institutions where they pick people with high performance as well as those talented in technological matters and mentor them as their potential workers (Larson & Hewitt, 2005).  Conversely, the above techniques seem to enable Microsoft to tap competent laborers compared to its opponents. 

On the other hand, Microsoft Corporation also uses background checks, testing, and drug screening during the process of selecting its laborers. In particular, the background checks involves investigating applicant’s relation and performance in the previous company. At this point, Microsoft normally evaluates various aspects including criminal records, employment, credit history, and education as well as license and motor vehicle license records (Holland et al., 2007).  Moreover, the persons seeking employment are also supposed to provide the interviewer with documents showing former earnings, social security workplace accounts and being cleared by the Payroll and Human Resources Departments. Furthermore, the individuals applying for a job in Microsoft Corporation must undergo drug tests carried out on hair, urine, blood, breath, sweat, and saliva (Larson & Hewitt, 2005). As a matter of fact, all the above examinations are meant to ensure that all laborers in this company are not influenced by drugs while making different organizational decisions. 

In addition, Microsoft is also utilizing effectual methods to acquire talents. First, this company put more emphasis on transforming the workplace by attracting new skills and ideas by hiring fresh workers. Still, the focus on internal initiatives such as unconscious bias training and inclusive hiring training help this firm to attract talented workers into this company (Larson & Hewitt, 2005). Furthermore, Microsoft’s management lays more emphasis on organizing seminars and conferences, hence, providing its workforce with opportunities of interacting with other experienced people in the technological sector (Holland et al., 2007). Conversely, the above tactics enable Microsoft to outshine its competitors.

Nevertheless, there are multiple factors that enable Microsoft to attract and retain talents. To illustrate, this company offers its workers with best payments, hence, ascertaining that they cannot shift to other firms providing better payment. Besides, this corporation gives different work plans such as remote work, flexible hours, compressed weeks, and part-time roles, hence, providing the employees with the freedom of working on their convenient and comfortable period (Holland et al., 2007). Also, this company has a tendency of motivating its employees through rewards, promotions, gifts, and extra training. More importantly, Microsoft has branches in many nations, hence, the workers operate at their preferred geographical locations (Larson & Hewitt, 2005). The above aspects are essential for attracting and retaining talents.

To conclude, Microsoft Corporation does not have enough experts to handle various tasks within the organization, but it uses effectual selection and recruitment tactics in order to attract and retain talent. In relation to the above information, this company is utilizing different tactics to recruit skilled laborers including interviews, drug examination, background tests, education tests, and establishing its operations in different nations. Moreover, this firm is utilizing motivation such as rewards, reimbursements, training, and promotion to retain its skilled employees. Indeed, other companies should emulate Microsoft in order to outweigh their rivals. 

References

Holland, P., Sheehan, C., & De Cieri, H. (2007). Attracting and retaining talent: Exploring human resources development trends in Australia. Human Resource Development International, 10(3), 247-262.

Larson, S. A., & Hewitt, A. S. (2005). Staff recruitment, retention, and training strategies for community human services organizations, 1-377.