Job Opportunities as Microsoft EMEA University Recruitment Manager in six countries

Date limite : 03 nov. 2019

Bailleur de fonds: Microsoft

Spécialités: Management et Marketing

Niveau d'études: Etudiant

Consultée 91 fois

Job Opportunities as Microsoft EMEA University Recruitment Manager in six countries

Microsoft is looking for the ideal candidates for EMEA University Recruitment Manager position in six counties: Egypt, Turkey, Germany, France, United Kingdom, and Ireland. EMEA University Recruitment team is always pursuing the best and brightest from universities across the globe. 

Chosen candidates will gain a solid understanding of Microsoft's businesses while impacting the future of the company. University Recruiting requires problem solvers that enjoy seizing opportunities, that will be at the center of the action and will work closely with Microsoft's Go-To-Market businesses (Sales, Services & Marketing) and Corporate Functions (Human Resources, Finance, Legal and Business Development) business leaders.


  1. Bachelor's degree in Human Resources or related field.
  2. Extensive experience in talent acquisition (e.g., recruiting, sourcing), HR experience, or industry experience related to the role.
  3. Formal or informal leadership and managerial experience preferred.
  4. Skill in understanding the University Recruiting industry, competition, and expected future developments and challenges.
  5. Ability to define and implement procedures and/or technologies to deal with changes in the environment. This may include adapting to change, controlling change, and/or affecting change.
  6. Can influence others, develop and maintain working relationships.
  7. Data Analysis Skills.
  8. Continuous evaluation of competitors' respective strengths and weaknesses in terms of ability to recruit University talent. 
  9. Working proactively on talent supply strategy, involving the creation of a continuous stream of highly qualified candidates in anticipation of filling critical and recurrent positions.
  10. Passion for Recruiting.


  1. Understand what's important to the business and hiring managers (e.g., time to hire, location, budget), as well as long-term business requirements. And use that knowledge to lead the development of staffing processes and strategies and guide the development of end-to-end hiring plans for the business groups within your regional Areas.
  2. Review and analyze relevant data and trends (including assessment of talent) to provide insights.
  3. Attract candidates by determining what makes a Microsoft opportunity different from that of its competitors, and generate excitement and interest in a career at Microsoft by telling its story and sharing the unique possibilities, rewards and competitive advantage Microsoft offers. 
  4. Develop hiring plans with a team of University Recruiters to meet candidate needs throughout the academic hiring lifecycle (often for critical, complex, high volume candidate searches) and ensuring that candidates are prepared for each phase of the process.
  5. Create innovative sourcing strategies for target Universities integrating multiple concepts (e.g., community building, business intelligence).
  6. Continue to evolve the candidate assessment and screening framework as required every 18-24 months. And identify opportunities for improvement and lead to the creation of assessment materials.
  7. Help employees develop skills, drive the execution of projects, and establish and communicate performance expectations.


Note that: Benefits here may vary depending on the nature of employment with Microsoft, and the country where an employee works:

  1. Industry-leading healthcare.
  2. Giving programs.
  3. Discounts on products and services.
    Savings and investments.
  4. Educational resources.
  5. Opportunities to network and connect.
  6. Generous time away.

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