Envié una solicitud electrónica. El proceso duró 4 semanas. Acudí a una entrevista en TP (Lisboa, Lisboa) en nov 2018
Entrevista
I had been contacted after applying via Linkedin. Two different recruiters contacted me to ask almost the same information. Both the two recruiters seemed to be arrogant and even not particularly skilled in their job. They kept providing negative feedbacks right during the interview causing a sense of inadequacy in me. Afterwards, they said that I was not right for the position and offered a different role with a lower pay: I refused.
Preguntas de entrevista [1]
Pregunta 1
I had been ask to prepare a role play in which I was offering assistance to a potential customer.
3 Telefonate und 2 Test.
Die Mitarbeiterin hat mir vorher gesagt welche Fragen(nicht alle aber 2/3) sie stellen wird und mir geraten mich darauf vorzubereiten.
Das habe ich dann natürlich auch gemacht und das hat mir sehr geholfen.
Quick and only a few questions and not too hard. It was all basic customer service questions and a short role play and email writing in both languages. Total time was less than an hour.
It was all automated without any human involved where the first one was an online assessment - that's OK saving both recruiter and candidates' time.
Here comes the incompetent part - after the assessment submission, recruiter sent out a mass automated rejection email WITHOUT candidate's name and reason of this failed assessment. The copy and paste format was very obvious because the background has a contrast color tone.
"Dear Candidates,
Thank you for your time and interest in the position with Teleperformance Malaysia.
We regret to inform you that based on your recent assessment results XXX, you did not meet the required criteria to proceed further at this stage."
Please, having a courtesy to at least addressing the candidate's name and one liner explaining which part failed wouldn't take up too much of your precious time.
THANK YOU for your rejection. I wouldn't want to work for an established organization with such poor practice, because candidate experience is employer branding time and you failed it.