Perguntas de entrevista de vagas de IMI Graduate Program da empresa IMI Critical Engineering

The process consisted of three parts: a phone screen with HR, phone interview with the hiring manager, and a fly-out for an assessment center. The first two phases were typical "get to know you" type interviews. The assessment center was more systematic. It included a formal interview, an individual prioritization and presentation exercise, and a teamwork activity. I interviewed with two people, and they asked for a lot of detail, but they also clearly explained what they were looking for. After that, I had about half an hour to prioritize a list of tasks and prepare a presentation to the interviewers about how I would work through them. Finally, all of the candidates at the assessment center (I think there were six of us) had to work on a case study as a team and agree on a course of action for a hypothetical business opportunity. The panel watched us debate our options, which felt kind of weird at first, but once we got going, it wasn't bad at all. We then presented our recommendations and had a moment to share what we learned. Overall, I thought the process was pretty smooth. The panel had a rating system which I think shows the thought that was put into their selection process. Hopefully that eliminates biases and can be fairly applied to all candidates. They were also surprisingly transparent about what they were looking for, so I didn't feel like I had to guess what they wanted or try to tell them what they wanted to hear. My only real complaint was the communication leading up to the event was sparse. I thought I had fallen out of the selection process because I hadn't heard anything for a couple months after the initial phone screen. I followed up after some time and was surprised to find out they wanted to bring me in for the assessment center. I'm glad I got the opportunity, but I could have taken other offers in that time. Besides that, it was a positive experience that I would recommend. I would say, beyond showing technical ability for the specific role, be prepared to explain why this company or program, demonstrate prioritization and presentation skills, and show a team first attitude.