Read the attached Case Study and Answer the following questions:

1. Discuss the objectives of recruitment at Microsoft?

2. Discuss the methods used by Microsoft to recruit and select young graduates by presenting the objectives

of each. According to your opinion, are these methods advantageous for Microsoft? Why or why not?

3. Discuss the qualities Microsoft is looking for in its future employees.

Graduate Recruitment at Microsoft Present in 120 countries, Microsoft France employs nearly 90,000 employees worldwide, including 1,500 in France. The group recruits nearly 250 people per year on all the businesses: technical, sales and support functions (marketing, HR, legal, finance ...). Junior product managers, marketing and communications managers or marketing partners, junior IT consultants and sales representatives are particularly sought after. At Microsoft, the recruitment of young graduates on CDI goes through a specific program, the MACH program (Microsoft Academy for College Hires). This one is open to young graduates BAC + 5 for less than a year. This program is a talent pool for Microsoft. But concretely, how does the recruitment of young graduates at Microsoft function? Some may be privileged to be contacted directly by Microsoft, but it normally begins by searching for the offers you want to apply on the student site or career site for a specific position or for the Talent Group (Permanent offer / talent pool) The nominated candidates are then summoned to an Assessment Center, a one-day collective recruitment session with three or four other candidates. The Assessment Center for the MACH Technique consists of three tests: 1. The motivation jury is an individual event which consists of a first stage where one presents his/her course without interaction with the members of the jury and a second phase of exchange (Presentation: 10 minutes, Exchange: 10-20 minutes). 2. Collective bargaining is an event involving the distribution of candidates into two teams: one representing a software solutions publisher and the other a selling partner of these solutions. In the scenario, the partner goes back to the editor of problems encountered by one of these clients on software. The goal is to try to solve the problem of the customer by establishing a win-win relationship and especially to avoid falling into the trap of the discharge of responsibility and not seek to find a culprit (Preparation: 30 minutes, Negotiation: 20 minutes, Retum jury: 10 minutes) 3. The case study is an individual test where the candidate represents Microsoft and must provide answers to a customer problem as he would for his future post. This event involves a one-hour preparation phase on a PC lent to make a PowerPoint presentation which is then held before the jury before the jury begins to ask questions like a client (Preparation: 60 minutes, Presentation : 10-15 minutes, Questions and Answers: 10 minutes) At the end of the day, the result of the Assessment Center is unveiled individually to each person. Successful candidates may be offered an immediate position in which case they will pass an ultimate interview with a manager of managers (often the future n + 2) before signing the contract in case of positive opinion. To be recruited, a candidate will have to demonstrate his skills, his passion for technologies and his desire to join a large group, but also his openness and his team spirit. Before coming to the interview, he will have to find out about the company and its future prospects