Candidatei-me online. O processo levou 3 semanas. Fui entrevistado pela ADP (New York, NY) em mar. de 2022
Entrevista
Ghosting candidates is definitely a pattern and is done by both HR and hiring managers. Even after several rounds of interviews for a director position, where a good amount of time is invested, they won’t value you enough to spend 2 minutes and send you a quick email.
On the other hand, it looks like for years HR does invest the time to come on this site and comment that they will do better next time, when people left comments that they were ghosted. Actions speak louder than words ADP!
What they don’t realize is that some of these candidates already are or will be decision makers. Guess what they are going to doing when ADP comes trying to earn their business?
Thank you for sharing your insights into the interview experience and we apologize that your experience was negative. We aim for a professional experience in every interview session. We will share your feedback with our talent acquisition teams.
Outras avaliações de entrevista de vagas de Director da empresa ADP
Great interview process with serval people so you can know how the company is run. Loved getting to meet so many of my peers. Very through with the opportunity to ask questions as well.
Entretien Telephonique qui a durée 20 min assez bref pour s'ssurer de la conformité du CV et du parcours profesionnel. PAs de nouvelles après relance par mail plusieurs jours après l'entretien.
Candidatei-me online. Fiz uma entrevista na empresa ADP (Toronto, ON).
Entrevista
ADP has a legacy as company, but their interview processes is too scripted, eye washer, peers interviewing who are new to the role. Have you really got good talent with this model or have you just got YES Boss! employees.
Perguntas de entrevista [1]
Pergunta 1
a) Scripted b) lack of clarity on questions during multiple handoff rounds or panel interviews c) they want peers to interview and give decision making power ? really? Do you think this is D&I ? Please get an expert opinion on this strategy. Fundamentally one of the peer means someone at equi-par or lower level can pose question and analyze a response. They at Director level are those promoted an year ago or have the least amount of Leadership experience, yet. They feel a threat when an outsider comes with higher degree of knowledge, has better skills and can quickly be in a dominant position. Have you really thought through your interview strategy ADP? Your questions are so scripted that it is all on the internet. What Leadership Style do you carry? Which era are we in? Have you heard from any one that I am an Authoritarian? Dont you think you need to be one when dealing with bad people or especially in downsizing? Are you playing double standards here?
