Was approached by a Slalom recruiter at an industry convention. After the convention, I reached out to the recruiter and expressed an interest in the Data Management & Analytics practice area. The recruiter immediately responded and scheduled a phone interview. The recruiter then requested another phone interview with a Talent Acquisition Manager. At the conclusion of the interview, the interviewer was enthusiastically talking about my fit for the position and described the people with whom I would meet in the next interview. Nevertheless, I have not heard back from them after the second phone interview.
Perguntas de entrevista [1]
Pergunta 1
The questions were not particularly difficult. Primarily interested in professional background and relevant experiences for the position.
Candidatei-me online. Fui entrevistado pela Slalom (Seattle, WA) em jun. de 2020
Entrevista
The interview consisted of a couple of Zoom chats spread out over a couple of months and several poorly arranged phone interviews with a 'leader' who took two weeks to answer an internal email. The process was haphazard and amateurish, especially the final HR phone interview (five months after applying) with a new employee who had no HR experience and didn't understand the position, company, or colleagues well.
Perguntas de entrevista [1]
Pergunta 1
Do you speak the language of the office and understand what we do?
Candidatei-me por indicação de um funcionário. Fiz uma entrevista na empresa Slalom.
Entrevista
Overall the interview process went well. It started with a conversation over coffee with one of their managers - the meeting was very informal and a perfect setting for both parties to learn more about each other. Following this was a technical screening over the phone, followed by 3 in-person interviews in the same afternoon with 3 separate employees. It was very nice that they scheduled the in-person interviews in the afternoon on a Friday to minimize the time away from one's current job. These days a company should really try going above and beyond to create a WOW factor, in which case the two parts of the interview process that Slalom could improve are:
1) Give directions to the nearest parking garage and reimburse the employee for parking that day (may seem small but a good attentive candidate will pay attention to every detail)
2) Make the interviewer feel welcome and show him/her that you care deeply. Just offering free water and a couch to sit on does not make an employee feel welcome. I know HR is busy but they should at least sit down with the candidate for 10 or more minutes to learn more about that individual in person. Just don't take them from the lobby to the interview room, engage with him/her and show a deep sense of interest and care. You should show a great deal of interest if you have invited him/her in for an in-person interview.
Thank you for providing a review of your experience with the Slalom recruiting process. We're happy to hear that overalll, you had a positive experience. We strive to give all candidates that WOW factor and appreciate your ideas on how we can better get that across. Your feedback and suggestions for improvement have been noted and will be shared back with the team - thank you for the valuable insight!
Candidatei-me online. O processo levou 1 dia. Fui entrevistado pela Slalom (New York, NY) em fev. de 2016
Entrevista
Personality phone screening. The HR specialist called in for like 20 minutes and asked questionsimpressed by my performance then.The phone interview was basically the same as the online personality assessment. They ask a yes or no question and then you have to say a time when you did
