Being a leading company in a sector such as technology is far from being a simple task, and this is one of the areas that evolve the most and most quickly, being something that came out yesterday something obsolete with which it will come out. tomorrow. Therefore, it is not easy to stay at the top, and the few companies that do so have to constantly develop and transform to meet these demands.
Microsoft is one of them, in fact it falls within the small and select group of ‘Big Tech’ that the EU follows so closely. And the company founded by Bill Gates owes its position to Windows, possibly the most important computer operating system in the world.
But the success of the company so many years later does not lie only in the fact that its leaders were visionary or knew perfectly well what users were going to need in the face of the technological leaps that society has continued to make in the last 30 years, although also. But Much of this success is due to the employees who made up this company.
Therefore it is crucial for companies Hire workers who best fit your philosophyin addition to being the best in their positions. To do this, they offer competitive salaries or conditions that are very profitable for employees, but as we said It is crucial to find the best profiles available.
For Steve Ballmer, former CEO of Microsoft, billionaire and entrepreneur, one of the keys to knowing if a potential employee had the profile for the technology company’s projects It was to know if this worker was going to make or lose money for the company.
Obviously he wasn’t asking it as such, but rather he had a method that without realizing it, the interviewees revealed what they really were like and whether they were going to bring profits or losses to the company.. As Ballmer explained during a Bloomberg interview a few years ago, during job interviews, Ballmer would ask if they wanted to play a game.
“I’m thinking of a number between 1 and 100. With each answer you I will say if it is higher or lower than that figure. If you guess it the first time I’ll give you 5 dollars, if it’s the second time 4 and so on until zero, and then for each mistake you’ll owe me a dollar… Do you want to play?”
At first glance, it seems like a simple game of chance, but it is actually designed to assess the candidate’s risk analysis, decision making, and understanding of probabilities. As he explains, most people accept the challenge because they are trying to impress him, but that is not what they are looking for at all, but rather For Ballmer, the ideal employee rejects this conundrum.
This is because what you are looking for is someone who is able to take a step back and realize that, Statistically, you are more likely to lose money than gain it. Ballmer’s question pushes the candidates to think beyond the obvious and to consider whether participating in the game is worth the potential losses, as there are times when The smart thing is to know when not to play.
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