Talent Strategy: Young talents for a ‘new era’ in the IT industry

Microsoft takes a leading role in the strongly transforming hardware and software market and sets itself on attracting young talent. The two university programs for interns (STEP – Student Explorer Program) and direct hire (MACH – Microsoft Academy of College Hires) represent the essential building blocks in attracting young talent. Fresh ideas and an enthusiasm to assist in transforming the increasingly important IT industry, are important criteria in the selection process.

Introduction of the interview suite at Microsoft in 2014

In 2014, Microsoft introduced the interview suite to its university recruiting. With an increasing number of applications, many young applicants are now given the opportunity to participate in an attractive and digital job application process.

STEP internship program – lean processes and higher volume hiring

In the STEP internship program, over 100 annual vacancies are filled. At the same time, Microsoft invites significantly more students to video interviews and thus gets to know a significantly wider range of candidates. This way, Microsoft ensures it does not let hidden talents slip through the cracks. The highlight: although it now screens far more candidates in its selection process, the company also saves valuable resources.

Fast processes to identify talent: The use of the interview suite for Microsoft MACH

Microsoft’s MACH program annually hand-picks more than 30 top young talents. With the interview suite, Microsoft invites significantly more applicants to a first screening and provides a flexible application process, which reflects the corporate brand of the software company. The innovative format of applications allows Microsoft to assess cultural fit, even before the assessment centre.

Focus on a positive candidate experience with an innovative recruiting process

Microsoft attaches great importance to a positive candidate experience. The selection process is designed to reflect the values of the IT company. The university recruiting team has included in the interview suite a welcome video, in which the candidates are openly and authentically welcomed. Candidates are able to take a glimpse into the culture at Microsoft and get excited about the interview process. The possibility for feedback at the end of video interviews reflects the company’s open culture.

Microsoft draws a very positive outcome

The interview suite has created entirely new opportunities for recruiting. With nearly 1,500 interviews in the year, while using significantly less resources, Microsoft has gained not only first-class results in the area of volume and time efficiency, but has convinced both candidates and hiring managers with an innovative and flexible application process.