Hajoca Corporation Accelerated Management Development Program interview questions

I was contacted by an existing Profit Center Manager about a mid-level job at his branch. Upon interviewing me (which was considered my Profit Center interview, where I took wonderlic), he though I'd be more fit for the management training program lead me to speak with their corporate recruiter over the phone, which was more of a pre-screening. For this recruited interview, I recommend being very positive, well spoken and speak with high ambition. Next, I was sent a series of 3 different aptitude & psychological tests to take online (not wonderlic). Apparently you are only contacted further if you pass these, which I did. I then had a 1-hour interview with their corporate physiologist. This was easy, but you've got to remember that she was looking between the lines of your responses, while looking at the results of your psychological test results on her end. If you keep advancing past all that, the next step is to interview with the regional managers and division managers. This was the hardest and more important interview. 3 one-hour sessions back to back. They are all very likable and intelligent. They are looking to hire people they see themselves in, so be just as personable and responsive as they are. Somewhere in this step, I must have tripped up and was not offered the job. Front day one, this felt like an amazing organization to be a part of. Very professional despite the blue-collar industry. Their hospitality at the stores and the regional office is second to none. I honestly do wish I was offered the opportunity to join the team. My only complaints are: 1) The process took FOREVER! From initial contact to final phone call was 2.5 months! I believe they loose quality candidates sometimes due to their process being too long. 2) Their standards are high, almost to a fault. they complain over the phone and in person that they can't find good people and it is holding THEM back, then they have one like me (and the others I interviewed with a the regional office that day) sitting right in front of them, qualified to the moon and they don't take us. It's hard to argue that they lower the standards, since their retention is so great, but you either NEED to lower those standards a tiny bit, or stop telling candidates that you are desperate for talent like that. It sends the wrong message. 3) It appears the application process is a one-and-done situation. If you don't get an offer, then you won't get another chance to apply for a different job. Along those same lines, if you get a lower job, you likely won't ever get promoted to Profit Center Manager, since they hire those most of those people externally through the training program. I'd recommend promoting from within a little more.