Envié una solicitud electrónica. Acudí a una entrevista en TomTom
Entrevista
The process was long. The HR was unresponsive on times...
Interviewer Experience: I noticed that many of the interviewers had less experience and fewer academic qualifications. This created a weird dynamic.
Behavioral Interviews: The behavioral interviews felt excessively long and repetitive. It might be more effective to streamline this process and ensure that the interviewers are better equipped to assess candidates with senior-level experience.
Integration of Senior Professionals: In order to develop in a new field, it is crucial for TomTom to be able to integrate professionals of high seniority. This requires processes that ensure interviewers of lower qualifications do not let their concerns bias the process to maintain existing team dynamics.
Preguntas de entrevista [1]
Pregunta 1
1) Have you ever fired somebody? How did you do it?
2) Describe some instances that you have influenced the organization you are working for
Envié una solicitud electrónica. El proceso duró 4 meses. Acudí a una entrevista en TomTom
Entrevista
These people are masters in wasting candidate's precious time. After each round of interview, there was a gap of multiple weeks mentioning that the interviewer is on leave! This happened at each round of the interview. The entire interview was dragged on for a tiring 4 months of time with some 6-7 rounds, just to say in the end that it's not the right fit. This just tells more about the company and the culture.
Envié una solicitud electrónica. Acudí a una entrevista en TomTom (Ámsterdam)
Entrevista
The last interviewer lacked seriousness and wasn't at all interested. The interviewer didn't introduce himself properly, didn't pay any attention to whatsoever I answered. He was just looking around, not even taking any feedback.
Why interview candidates and waste their time if everything is predetermined? Just reject the candidate and save their time. Company employees need to be more courteous towards candidates.
