1. IMPACT HIRING #3 – Hire Smart, Hire Right
5/1/2019 8:10 PM
IMPACT HIRING #3 – Hire Smart, Hire Right
Patricia A. Frame
Strategies for Human Resources
SHRinsight.com
@2Patra
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

2. So You Have Applicants, Now What?
5/1/2019 8:10 PM
So You Have Applicants, Now What?
Last time we talked about how to attract the best applicants for your needs. Today we are covering the next steps to selection.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

3. Start Right to Hire Smart
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Start Right to Hire Smart
Reviewing Applicants
Interviewing
Assessment
Selection
This is the process – from reviewing all the applicants resumes or applications, through how to interview and assess the applicants and select the best matches for your needs.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

4. 5/1/2019 8:10 PM
Seems like a hard process. But preparation and clarity will get you to great results.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

5. Requirements to Succeed
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Planning to Hire
Requirements to Succeed
Specific skills
Education or training
Attitude
Preferences
Before you started actively looking for that new hire, you MUST understand and define each of these. We discussed the how and why in seminar 2 of this series.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

6. Compare to Minimum Requirements
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REVIEWING APPLICANTS
Compare to Minimum Requirements
Don’t waste time looking for that ‘purple squirrel’ – and how many of you have seen a purple squirrel? My point exactly – looking for someone with every possible thing you could want at a price you can afford is wasting time and energy. Pick out the most critical aspects of the minimum requirements for your job and use those to assess your interest in the applicant.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

7. Compare to Minimum Requirements
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REVIEWING APPLICANTS
Compare to Minimum Requirements
Assess: No, Maybe, Yes
In the old days, recruiters sat at home at night and sorted resumes into 3 piles – the many No, not qualified, the few Yes, must contact and the middling group of Maybes. However you have gotten information on your candidates, the process is the same whether electronic or not.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

8. Compare to Minimum Requirements
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REVIEWING APPLICANTS
Compare to Minimum Requirements
Assess: No, Maybe, Yes
Reject notes
It is a small world, don’t ignore applicants even though many companies do. Write a positive but generic ‘no’ response and send it to each person you are not going to move forward in the process. Think of it as an investment in your reputation because it is.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

9. INTERVIEWING PLAN: Gathering Other Information
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INTERVIEWING PLAN: Gathering Other Information
Work samples
Portfolios
Testing
Certification
Whether you asked for any additional information in the original stage of attracting applicants or you want to ask now of those you are most interested in, these are the most common things that can add to your assessment. Use them in cases where they are relevant to the job to help you move forward.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

10. INTERVIEWING: Key to Selection
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INTERVIEWING: Key to Selection
In all size companies, far too few people have any training in interviewing. If you do not, then get some. Go to a course or seminar, read a book or take a webinar, work with an experienced mentor, hire an HR consultant for personalized development. Learning to interview well will help you reduce the number of poor hires with their costs to your organization.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

11. INTERVIEWING BASICS Who Training Legal Issues 5/1/2019 8:10 PM
Before you bring any applicants in: start with who will do the interviewing. Even if you do not have other managers to help, you may want peer employees with functional knowledge to serve as SMEs. Consider asking a service provider when you are hiring someone in their field – your CPA firm can assist when you add a bookkeeper or accounting clerk for example. Train everyone. We are not going to discuss legal issues in interviewing but the first principle here is that you keep all your questions directly job related and that will reduce your risk. Learn more in your training or development.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

12. INTERVIEWING BASICS What to Ask 5/1/2019 8:10 PM
Remember – interviewing is a two-way street: both sides have goals and offer something. Play it smart and give your applicants time to ask questions.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

13. Relevant to the work and the culture
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INTERVIEWING BASICS
What to Ask
Relevant to the work and the culture
Your questions should be directly related to the work itself and to ‘the way we work here.’ So all interviewers need to understand the job requirements, challenges, and issues. Their questions must be directly related to those aspects. The culture – the way we work here – is important too. Do you place a lot of emphasis on attention to detail or customer service or innovation or what? Questions to assess those aspects are also smart.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

14. Behavioral-based questions
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INTERVIEWING BASICS
What to Ask
Relevant to the work and the culture
Behavioral-based questions
Behavior-based questions are those that show a past achievement in its full range: situation or task, actions, results. A pattern of past behavior is the best predictor of future behavior. If an applicants past few bosses were jerks – you are about to be the next jerk….
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

15. Strengths-based questions
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INTERVIEWING BASICS
What to Ask
Relevant to the work and the culture
Behavioral-based questions
Strengths-based questions
Strengths-based questions are especially useful for those new to the work world or who are changing course. They seek to find which strengths the applicant has and wants to use in work and match them to competencies needed in the work. My strengths include ‘big picture’ and strategic issues so I would not be such a good choice for a detail-oriented position, for example.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

16. INTERVIEWING Phone Screening Minimum Qualifications Interest
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INTERVIEWING
Phone Screening
Minimum Qualifications
Interest
Save your time and energy by setting up a phone interview with potential matches. This min conversation seeks to assess the most critical minimum qualifications and learn more about the applicant’s interest in your opening. Then you can assess which applicants are worth bringing in for full interviews.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

17. INTERVIEWS ARE A ‘TWO-WAY STREET’
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INTERVIEWS ARE A ‘TWO-WAY STREET’
Each side has needs and something to offer – your role is to ensure the applicant meets your needs and understands why yours is a great place to work. You are offering pay, careers options, etc so you can meet your labor needs. The applicant has skills, knowledge, interest to offer in exchange for not only pay but an opportunity to meet her/his goals and needs.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

18. What is Required to Succeed in the Job?
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ASSESS APPLICANTS
What is Required to Succeed in the Job?
We all want to hire Stars, great folks who will contribute and be valuable. But to assess that you need to know what your requirements and needs are and how to assess that in a fair, effective, and quick manner. Great candidates – Stars – have options and are assessing your process and will move on if it is not effective and smart.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

19. What is Required to Succeed in the Job?
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ASSESS APPLICANTS
What is Required to Succeed in the Job?
Defined in Advance
Remember to review the job ad and any position description before you start an interview – and be sure all interviewers do this.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

20. What is Required to Succeed in the Job?
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ASSESS APPLICANTS
What is Required to Succeed in the Job?
Defined in Advance
Multiple Interviewers
Several interviewers increase learning more and the probability of selecting the best applicant. All need to understand interviewing and the specific job and what role they will play in interviewing so you get a well-rounded view of the applicant.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

21. What is Required to Succeed in the Job?
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ASSESS APPLICANTS
What is Required to Succeed in the Job?
Defined in Advance
Multiple Interviewers
Interview Report Form
One smart way to increase the probability of a successful hire is a simple Interview Report form that captures evaluation against the job requirements, specific company-wide needs, and motivation.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

22. REFERENCE CHECKS Early on, LinkedIn recommendations
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REFERENCE CHECKS
Early on, LinkedIn recommendations
Top Candidates: Specific Preferences
Before you even do a screening interview or right after it, LinkedIn recommendations can give you a sense of the person’s strengths and help you select those to interview. But far too many organizations assume that you cannot get reference checks from past bosses or project leads and do not even try. This opens you to poor quality hires and potential legal risks. See the handout for more info on this process. And often you may know people who worked in the same org or could know the person, do not just depend on the references provided by the applicant.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

23. SELECTION Can the person do the job? 5/1/2019 8:10 PM
Selecting the best match to your needs depends on three main factors. The first is CAN – does the person have the skills, knowledge, experience, whatever the specific needs of the job are?
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

24. SELECTION Can the person do the job? Will the person do the job?
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SELECTION
Can the person do the job?
Will the person do the job?
WILL refers to motivation and commitment – does the person really want to do the job. This includes – did they take the time to research your organization and can they explain why they want the job? In retail, dependability is usually critical – has the person demonstrated that in previous work or school activities?
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

25. SELECTION Can the person do the job? Will the person do the job?
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SELECTION
Can the person do the job?
Will the person do the job?
Cultural Fit
Cultural FIT is the trickiest. It does not mean hiring mini-me types! It does mean do they have the ability to fit into your culture. If yours is a team-based operation and the person is an ‘I did’ or likes to work alone, then they do not fit and are unlikely to fit. Be careful here not to miss valuable people just because they do not match your personal bias. Your Interview Report Form should have collected each interviewers assessment of these three areas and it becomes the start of analyzing the best matches and discussing differing views.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

26. IMPACT HIRING CONTINUES
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IMPACT HIRING CONTINUES
July 15: Offers to Orientation  
Note also that if you have problems with this process, the SBDC offers HR Consults free to its clients each month – make an appointment and get help.
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.

27. QUESTIONS? Patricia A. Frame SHRinsight.com @2Patra
5/1/2019 8:10 PM
QUESTIONS? Patricia A. Frame SHRinsight.com @2Patra
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation. MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.