Perguntas de entrevista da empresa Debiopharm

Interview process was extremely long and extended for the level of position and included a case study exercise as well as a face to face interview. Got to the final round but ultimately was not made an offer on two points as communicated to me by HR. The first point as communicated was based on the other candidate having more experience in a particular technique than me at the the time of the interview. This was however communicated by me from the very first screening interview with the technical interviewers. It was also pivoted by me as a technical growth opportunity which seemed agreeable with the interview panel at the time. The second reason was due to my conversational approach with the HR segment of the 4.5 hour face to face final round interviews. This was not well received by the individual in question though I had consistently maintained the same conversational approach throughout the previous 4 interviews. On the first point I do understand that job specifications can evolve during the interview process but to have gotten to the final round and have this be one of the points raised for not making an offer felt quite disrespectful of my time and implied to me that there was a great deal of disorganisation behind their hiring process. The second point for me was particularly surprising. This was highlighted in my immediate feedback the day after the face to face interview and I was extremely embarrassed that I was perceived this way by the HR person at the Lausanne site. The remote HR person I was in contact with after the interview handled this very well though. What made this feedback particularly unpalatable was that Debiopharm as surmised by the Lausanne HR person was lauded as embracing a diverse array of cultures and communication styles. What I initially felt as embarrassment very much soured in the weeks afterward when I realised that this self description did not align with understanding my own conversational approach which I most certainly attribute as being cultural (I'm not central European). A quick look on linkedin premium gave me all the answers I needed and showed me that over 80% of the company is Swiss. So unless the HR person in question classifies Ticino and Grisons as some of the other diverse cultures then I fail to see how the company embraces anything more than just the statement itself or they simply do not understand what it means. After the initial feedback from the face to face interview it took about 3 weeks and chasing from my end to get the confirmation from the remote HR representative I had been in contact with over the phone. This was also entirely unacceptable and felt like they were waiting on the other candidate to confirm rather than confirm that they would not make me an offer. It was at this point the feedback was brought up again on point number one above though this had not been in the conversation for weeks. Point number two was expanded on more and that the other candidate had a very different approach. The technical staff and the people I would actually have been working with everyday were extremely friendly, engaging and approachable through out the many hours of interviews. The HR element was however pretty terrible on many levels. Having a look through Glassdoor this is also a pretty consistent trend on here for Debiopharm's with inadequate processes whether that's for interviews or for former/current employees. Unfortunately no amount of adjectives and verbs in the responses to Glassdoor reviews like "strive" and "improve" or lack of accountability with phrases like "we are sorry you had a bad experience" changes the fact that Debiopharm have had the same comments and complaints on this website for well over half a decade. My advice; save your time in fire fight responding to the bad PR on Glassdoor and make some meaningful improvement to your processes that facilitate doing your jobs better. It's harder but better in the long run.