I posed 3 generic questions which I asked all hiring managers in all my interviews, one of which was pertaining to recent M&A exercise. I was asking about A and expected A response, but the manager looked surprised and replied me B. That raised the first red flag because how could there be no change after M&A. That never happened. Second, the JD provided was very brief and in fact was overruled by the hiring manager during the interview. The tonality during the process was like “do you as a candidate know what you are applying for?”. For me, JD is the most basic and essential piece of information to be given to candidates and this is the responsibility from the hiring manager, not the candidate. Lastly, some of the practices that the hiring manager mentioned to be very “holistic” are actually basic practices that have long been incorporated into the process in my previous company. There is a difference between holistic and basic practice.
I am glad to spot red flags through the questions posed and the responses that I received. Also, for candidates who are applying for this company, there are 2 business units with the same nature of business. As someone who have witnessed M&A before a few times, the acquirer will forever have the upper hands in manpower over the acquiree.
Interview questions [1]
Question 1
This is not relevant as the interview went off tangent.
I applied online. The process took 1 week. I interviewed at Veolia (Kings Cross, England) in Feb 2020
Interview
Applied on indeed
Telephone screen with senior er specialist
F2F interview at HQ in kings cross
You’re asked 5 questions during screening on how you’d deal with the cases
Face to face, I was not told prior to this that I would have to do a presentation and activity. Nonetheless I stayed and did it all. Followed by an interview with 2 senior ER specialists. Almost 2 weeks later and no feedback whatsoever or an outcome. Was told I’ll get feedback. Wasted time, effort, prepping. I heard such great things veolia and their values and to see that the HR are lacking in their recruitment and candidate experience. I would not apply for a role again and if you are in the interviewing process please prepare yourself for the possibility of this aftercare and keep pushing through
Interview questions [1]
Question 1
How I would align their people strategy and implement HR processes
How I would respond to a manager’s email about a LTS employee
Writing a Absence Welfare meeting letter
What I am most proud of
How I’d keep myself busy in the role
Why I like HR
On-line application followed by phone interview.
The phone interview was very functional and direct. The interviewer read out pre-prepared questions, paused for the answer and then read the next question. No engagement or humour. OK process to sift out candidates with the right knowledge if the intent had been explained up front. As it was this gave a very abrupt and in a rush perception of the organisation.
Next stage was interview and presentation which I did not attend.
Interview questions [1]
Question 1
What to consider if a location was taking on a new contract and inheriting employees
