The job announcement and phone call asking for an in-person interview were both vague. No information or time were given to prepare. I was honest about my background, skills, and experience on my resume and in person. The interview consisted of standard interview questions followed by a coding test in front of about seven people. Many of the questions had to do with one or two areas of programming (arrays and object orientated). Although the questions were not complex, the fact that your work was being watched on a big screen in front of seven people and it's not the type of work that I perform in my current job on a regular basis or ever; had me leaving the interview deflated and with the feeling that the performance was not indicative of my potential to perform the duties of the job in the near-term or potential to learn on the job. I also found it somewhat demeaning that they wanted you to 'talk through' the questions and answers as you work on them; as if, answering them on a big screen while being watched by seven people wasn't enough. In addition, the job posting indicated that the position would be in a different city than their headquarters only to find out that the position would be a considerable commute. This combined with the fact that they collect a lot of personal information including social security number, current salary/past salary, and driver's license number to even secure the interview indicates to me that it's the type of management that micro-manages. I think Worley would stand a better chance of acquiring value-added human capital if they were up-front about the interview process including who you will be meeting with, the type of questions you will be asked, and where the job will be located. In addition, I personally think it would be in their best interest to focus more on intangible qualities such as: trust, leadership, intelligence (potential to learn), and work ethic because everything else can quickly be gained.