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Eric Stutzman outlined we are “rated” from the range of hires produced and on the conclude on the day its all about monitoring the numbers. For example to reach my overall goal in a quarter, I typically have to review at least 1000 resumes. So as you see there is a lot of work that goes into finding “the hire” at Microsoft. now that I've given you a taste for the “numbers”; in the conclude on the day I still have to say it’s not “just about the numbers”! I KNOW that at every step of my process these numbers are living, breathing human beings and that I am as much there advocate into Microsoft as I am a gatekeeper for my Hiring Managers time. I try and keep that in mind as I am making my decisions about whom to contact,discount microsoft office 2007 update key, who gets priority as far as getting on my calendar first and such. Communication is crucial to this job and providing a positive recruiting experience is paramount not only to Microsoft but to MY personal reputation as an industry recruiter. I know full well that networking is a critical path to success as a recruiter and if you do not look at things outside for the “numbers” your network may well collapse. Frank for example; I came across Frank during a search for people that had applied to one of our Program Manager positions (Yes we do look,win 7 professional code!!) in our applicant tracking system. Right away I was able to tell (in my opinion anyways ;-p ) that he was a hire. OK! So this was made a bit easier by the fact that he had been through a loop at MS recently and received all positive responses on the feedback, but the team was not able to move to an offer at that time. I did two things; contacted the recruiter that was in charge of the original loop to see what was going on (our reputation for doing the right thing within our own community is also critical for success) and flagged the candidate for follow up so he didn’t go off my radar. Once I got the “story” and the “ok to move forward” from the other recruiter I contacted Frank to see if he was still interested in opportunities with Microsoft and if he remembered the position with Office Live he had applied to. Yes and Yes! Great! Now onto my screen questions so I could submit him to my hiring manager. and I had a great conversation and while he wasn’t the “typical” core tech software development background Program Manager candidate I typically look for this position required a strong User Experience background which Frank had in droves,professional windows 7! Now from Frank’s perspective he had not really considered a career at Microsoft as his background is very strong within Apple’s products. Frank is also a blog follower and has used Jobsblog to gather information. Read some for the things that he had to say about the MS recruiting process and our bloggers. from an email from Frank: “The blogging thing is way cool and I think it can only help someone in your position. As someone who has supreme power as the MSFT Jobs gatekeeper,win 7 ultimate x64 key, a lot of folks are looking to your posts for guidance and insight as to how to attain their dream job. Your last post was great for someone who is looking to get into MSFT as a developer and gave some very insightful information. I would love to see more posts like that. I can't begin to tell you how much I have learned from the Jobs Blog and many other blogs within MSFT. It was a MAJOR contributing factor to swaying my opinions and attitude about Microsoft in a positive way.” had a bit of advice for me which is always appreciated as blogging is something new for me! “I say keep up the good work and for future topics, think about how you felt trying to get in and the types of questions that you were wondering about. If it's something you can write about now,office 2007 Ultimate sale, I think it's a safe bet there are many others wondering the same things. Talk to you soon...” interviewing with our team soon… wish him luck!! A shameless shout out to my son Drake who is celebrating his 1st birthday today!! Happy Birthday Drake - Daddy loves you!