Envié una solicitud electrónica. Acudí a una entrevista en Ping Identity
Entrevista
I applied online for a sales position. I received a form letter asking me to take a personality and cognitive test. This was a major red flag. It's a lazy way for HR to make decisions and hide behind standardized testing as justifications for the results of the new hires. I can't imagine that any stellar salesperson would pursue this approach. My advice is to adapt the Amazon model. Get a unanimous agreement of a panel of current employees. Then quantitatively measure the performance of the new hire against the individuals on the panel. The result is DATA to measure of your employees ability to correctly select new hires.
Preguntas de entrevista [1]
Pregunta 1
We'd like you to invest your valuable time into standardized testing without giving you any other insight into the company. And the form letter we sent you doesn't even have the ability to 'reply'. Cool?
Acudí a una entrevista en Ping Identity (New York, NY)
Entrevista
No travel, all remote Multi-phase spoke with hiring manager senior sales leader se manager and other peer sales folks. There were several rounds of interviews with the recruiter. Met hiring manager for lunch.
Solicité el puesto a través de una agencia de empleo. Acudí a una entrevista en Ping Identity (Londres, Inglaterra) en may 2021
Entrevista
Not great . Very slow to progress. Turns out the admin was sloppy and HR where not very good at progressing contract. Thus has cuased problems for me further down the line . Some people where great .. others I have discovered not very honest
El proceso duró 4 semanas. Acudí a una entrevista en Ping Identity (New York, NY)
Entrevista
Interview process was a mess from each step. Multiple handoffs with recruiters and no shows during the interview process is very unfortunate.
Initial discussion of pay and expectations do not match up to 2021 standards. Very please it was a mutual agreement to end discussions. I would avoid until things adapt to the new norm of work.
