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weeks of procrastination, I finally put into use the trip down to Santa Clara for the TCO to go through through William Poundstone’s How Would You Move Mount Fuji?, and I am pleased to announce that I'm prepared to publish my significantly anticipated review with the book. (Admit it … you’re excited.) of the e-book is only 145 pages, with the remaining pages devoted to documented puzzles and questions. Instead of evaluating which puzzles I liked and disliked (because, honestly, I think this compilation of puzzles is a nice appendix but not the real reason anyone should read through or not read through this book), I want to talk about Poundstone’s assertions and conclusions in the book’s first half. browse the guide, I made notes on areas that jumped out at me. Some of these statements were truths that I felt should be highlighted, and some were inaccuracies that made me chuckle and even cringe. all, I feel Poundstone understood and captured the big picture, 30000 foot view of Microsoft’s hiring philosophy and processes but totally missed the boat on the fine details. And when you add up all the fallacies I recorded during my jaunt by using the e-book, you actually end up with one dangerous, inaccurate piece of material. “dangerous� may sound a little harsh, but the more I think on it, the more appropriate that word feels. I’m not talking about danger for Microsoft, our recruiters, or our interviewers. Going behind the closed doors of our processes won’t necessarily help anyone “cheat� our system. (Plus, you can find just as quite a bit high level information on this site, other Microsoft blogs, or a simple search of microsoft interviews.) fear the real victim of this guide is the jobseeker / applicant. ... talk about the “how.�
Throughout the guide, Poundstone compares Microsoft’s interview questions to IQ tests, and while I see the comparison and recognize IQ testing is part with the point, it’s not the only or even most significant purpose for these questions. substantially as we say it and as a lot as people don’t believe us, puzzle questions really are about the journey, not the destination. Even more so,microsoft windows 7 home basic x64 key, these types of questions probe on communication skills, team work, and ability to draw from both raw intellect and common sense to isolate issues. hired many people who don’t nail these questions, and trust me,win 7 home premium update key, if you spouted out the answer right away, we’d probably question your “methods� … and then we’d ask you another one because, again, it’s the way in which an interviewee approaches a problem that we care about. The final answer is really irrelevant to the question’s intent. Smart people who sit in a dark office and solve riddles all day are great … but given that Microsoft is an ever-growing company,genuine microsoft office 2010 Home And Student, well-rounded, good problem solvers who can partner with teammates and battle real-life issues are even better.

2003 is so yesterday.
Before reading this e-book, I heard it described internally as “outdated.� How can a e-book that was published in 2003 be outdated the minute it hits the bookshelves? Well,windows 7 32 bit, a lot with the tactics Poundstone writes about (the only-one-correct-answer puzzle question, for instance) died along with the 20th century. Sure, the occasional interviewer still asks a classic puzzle question (and I’ve often said interviewees should expect at least one during the interview process) but these puzzle questions definitely aren’t as prevalent anymore and we don’t encourage interviewers to ask them (unless the interviewer can undeniably tie the interaction back to a valid reason to hire or not hire a candidate … but even then ....) Most of our logical type questions now lean toward the open-ended type question. Which leads me to my next point …. ended question isn’t the epitome of evil.
One with the more interesting parts of the guide is Poundstone’s denouncing of what he calls “questions with no right answers.� (Test a salt shaker, design a running shoe, etc) It makes me wonder if this is because Poundstone realizes he can’t as easily publish a full questions and answers key to these problem sets. :) reason Poundstone’s stance on these problems struck me as interesting is because, while we’ve moved further away from the “either you’re right or you’re wrong� puzzle questions (which I think is a great thing), we’ve shifted more toward these types of questions (which I also think is a great thing.) Poundstone argues that “it’s enough to verify the right answer to a logic or math puzzle. It is trickier to find the intended or optimal response to questions that have ‘no right answers’ … Be warned that interviewers’ ratings of answers to the ‘softer’ question are subjective and often idiosyncratic. The ‘right’ way to test a salt shaker is apt to be whatever pet idea the person asking the question has in mind.� agree with this point only to the extent that all interviews are open to interpretation. If an interviewer asks an interviewee the most common interview question in the world (like “what is your greatest weakness?�), the answer will be judged on a scale inside the interviewer’s head. There is no right answer to this question, but at the same time, that doesn’t make the question unfair or tricky. open-ended questions, the interviewers are looking for many in the same qualities as with puzzle questions: communication skills, team work, and ability to draw from both raw intellect and common sense to isolate issues. There’s no trick except to open your mind and play along. And I would argue open-ended questions give the interviewee the advantage because it allows you to think outside the confines of a one-answer-is-correct scenario. The sky is the limit. the fact checker?
Be warned about Poundstone’s “facts.� I’d fill up a full page if I tried to list out all the inaccuracies he notes about our recruiting process and our core technical positions. I don’t want to get too deep here, but one anecdote that particularly cracked me up was his assertion that “people who are destined to receive a job offer leave Redmond with a good idea that an offer will be forthcoming.� Actually, reality may be quite the opposite. Often, recruiters do not know the result by the end on the day, and I’ve personally found that most candidates who perform well in the interviews leave the day thinking they bombed (probably because they are super self-critical) and most who don’t perform well in the interviews leave the day thinking they rocked and didn’t get asked “a single hard question all day!’ So my advice here is not to read too a whole lot into any “facts� stated by Poundstone. You’ll drive yourself insane if you do. tigers and bears … oh my!
All in all, I thought How Would You Move Mount Fuji? was full of scare tactics and horror stories. I do not doubt the truth behind the book’s accounts and interviews, but it’s a continual highlight of the worst in the worst … the most dreadful stories, the most obnoxious interviewers, etc. first interviewed at Microsoft, I knew the high level pitch on the interviewing process (and practiced the puzzle questions), but I also walked into the experience full of confidence and hope. I feel it’s that confidence that helped me excel in the interviews,win 7 home premium, but I guarantee I would have had zero confidence if I browse these horror stories first. If you are easily shaken, avoid this e-book. It only gives you a small sliver of what might happen on a very bad day but will not help you better prepare for that process. have some useful tidbits in the book. A few of his suggestions (such as not “passing notes� … i.e. having interviewers email results from the interview out to future interviews) are (and were) already on their way to becoming reality. (We often, especially within HR, conduct what we call “blind feedback loops� where only the recruiter sees the full account on the interview feedback.) also offers up good advice on how to tackle “open ended questions,� even though he doesn’t believe in their place in the interview process. my take? Should you browse How Would You Move Mount Fuji? If you want to, do it. I don’t think it’s going to warp your fragile little minds. Plus, I think it's a well-written, fun go through. caution when relying upon it as a definitive resource. Realize it is a guide written from a certain slant (in this case exploring the "art" in the puzzle question … not necessarily helping you do better in a Microsoft interview) and always utilize the other Microsoft interviewing resources available on the internet.