I would describe LabCorps's recruitment process as unorganized. From the beginning, the recruiter was unable to describe the steps within the recruitment and selection process and directed me to ask the hiring manager (who also did not have an answer). After two interviews with two separate hiring managers, I received a vague email from the recruiter that stated he received positive feedback and he would circle back with next steps in the process. Two weeks pass with no communication and then I receive a system generated rejection via email. The best practice (also customary practice) in recruitment is to reach out to candidates who have progressed to the interview stage but were not selected with a personal email note or phone call. The lack of organization throughout the process and lack of adherence to standard recruitment practices are red flags that recruitment and maybe the organization as a whole are unorganized.

There was one brief phone screen followed by a half hour phone interview. Then there were 3 follow-up phone interviews with three different interviewers which each took about an hour. During the first interview we attempted to log onto their fairly new HireVue online video interview app. Unfortunately, this app didn't work so all of my interviews wound up being phone interviews. My previous experience having completed online interviews with the another video application was amazing. So, I was surprised to learn that this one didn't work. I felt like the first interview was mainly to pump me for insider information on how I performed the same job with a previous employer (which happens to be a Fortune 50 Company). It was also filled with standard behavioral questions. The questions weren't hard, but they can be a turn-off for some candidates. Especially since there is no evidence that stronger people are being hired based off of these types of interview questions. The second interview was very pleasant and informative. The interviewer made an effort to get to know me as a person and as a potential employee. In addition to that, she also asked some performance based questions. The last interview, however, was another round of rapid fire behavioral questions. Unfortunately, they were unable to schedule these three interviews back-to-back and I was only given two days notice to schedule. Just something to keep in mind if you have to take personal time off from your current job to do these interviews.

Lengthy -- interviewed with at least ten people, some in-person, some virtual as they are global. In addition to the hiring manager, I was also interviewed by peers, partners within other functions of the company, external vendor partners, and a direct report. On a positive note, I felt I connected with each of the interviewers, whether in person or remote.