MGT- 540 Case Study 3 Bradley Daniels Microsoft The Microsoft Corporation uses a high level of understanding of cognitive

ability in their interview process. Test that are specific to quantitative ability and mathematical reasoning are given during the interview in order to ensure that those individuals that should not be hired do not make it through the screening process. The interview process also unintentionally measures reasoning ability, problem sensitivity, and deductive reasoning as a byproduct of the initial testing.

Cognitive Ability Carl Taishon, a candidate for employment at Microsoft, was given a test designed to determine his capabilities related to the acquisition and application of knowledge in problem solving known as cognitive ability (Jason A. Colquitt, 2011). Cognitive ability is divided into five types: verbal, quantitative, reasoning, spatial, and perceptual. The test given to Taishon during his interview, were designed to judge his quantitative ability. Quantitative ability is divided into two types of mathematical capabilities. Number facility is the first capability and it refers to simple math operations such as adding, subtracting, multiplying, and dividing. The second capability in quantitative ability is mathematical

reasoning. Mathematical reasoning refers to the ability to choose and apply formulas to solve problems that involve numbers. Specifically, the test given to Taishon was designed to measure the second capability, mathematical reasoning and is demonstrated by the interviewer asking for mathematical proof and additional clarification in order to justify his answer (Jason A. Colquitt, 2011). Other Measurements Although the test was designed to measure mathematical reasoning in quantitative ability, they also inadvertently measured other abilities. Reasoning ability is the first ability also measured in the cognitive test. This ability is a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic. There are four facets to reasoning ability, with the first ability being problem sensitivity. This is the ability to sense that theres a problem now, or likely to be one in the future. In this case, problem sensitivity comes into play when Taishon realizes that the following interviewers are not being as difficult on him during the interview process because he has already passed over for the position. Deductive reasoning, the ability to use general rules to solve problems, also is used in determining that he has already been passed for the position (Jason A. Colquitt, 2011). Inductive reasoning is the ability to consider specific pieces of information and then reach a more general conclusion regarding how those pieces are related is the third facet in reasoning ability, followed by originality. The last two facets are also measured in the cognitive test by allowing the individual being interviewed to create their own solution to the problem presented (Jason A. Colquitt, 2011).

Relevance Cognitive abilities have a direct relevance in its relation to developing computer software. According to a study on programming and thinking skills, programmers explicitly employ important problem-solving strategies such as decomposing problems into modules, use analogical reasoning, and systematically plan, code, and debug their programs. (D. Midian Kurland, 1988) The study also stated that programming seems to demand complex Cognitive skills such as procedural and conditional reasoning, planning, and analogical reasoning (D. Midian Kurland, 1988) Modification in Hiring It would be difficult to modify the Microsoft hiring process to effectively reduce the number of false positives without increasing the number of false negatives. The term false positives in regards to the hiring process is defined by allowing an individual into the company who proves to be incapable of doing the job. This outcome is far more detrimental to a company than turning away a false negative or someone that is capable of the job, but did not make it through the interview process. Microsoft sees the risk of letting a capable individual slip through the interview process less than the risk of hiring the wrong person. David Pritchard, the director of recruiting for Microsoft, sums this thought up with The best thing I can do for our competitors is hire poorly. If I hire a bunch of bozos, it will hurt us, because it takes time to get rid of them. They start infiltrating the organization and then they themselves start hiring people of lower quality. (Locke, 2004)

The outcome of reducing the false positives, do not outweigh the risk of increasing false negatives to the organization. It is a system that has worked well for Microsoft, and one that they should continue using. Conclusion Microsoft uses a unique interview process that specifically measures a candidates cognitive ability, and provides a clear yes or no answer to if they will fit the organization. The test given to Carl Taishon was designed to measure his quantitative ability and mathematical reasoning as it applied to the position to which he was applying. It further tested his reasoning ability, problem sensitivity, inductive reasoning, and originality. The test Microsoft uses to filter applicants to the corporation may result in a high number of false negatives but this loss does not outweigh the loss incurred by allowing a false positive into the system. The system may be flawed, but it is effective and one that Microsoft should continue to use in its interview process.

Works Cited
D. Midian Kurland, R. D. (1988). A Study of the Development of Programming Ability and Thinking Skills in High School Students. J. Educational Computing Resaerch, 429-445. Jason A. Colquitt, J. A. (2011). Organizational Behavior. New York,Ny: McGraw-Hill. Locke, D. (2004, Sep 15). Hiring. No False Positives. Retrieved 3 15, 2012, from Bnoopy An entreperneuriship blog.: www.bnoopy.tyepad.com