Interzero

Vorstellungsgespräche

Verbesserungsvorschläge

DO NOT use the funds of an interviewee to conduct your research. It is rude and unprofessional. If you are going to ask questions that affect the hiring process, then at least remember what the answers were. Do not schedule an appointment in which your candidate will drive or fly 6 hours and then think to change that appointment on the same day as the appointment and even do so with a 3 hour notice only. Do not notify your candidate by EMAIL 3 hours prior to the desired appointment change, especially when you have the mobile number for that candidate, and pray they will see that email while flying or driving to your appointment. Notify your HR department and involve them as a rule. When interviewing a Director, try asking about employee perspective. What do they think of family, hiring from within, stress atmosphere ... Find out more about their leadership quality because a poor Director can kill an entire team and business. Do not ask stupid questions after a 6 hour drive like how to build a video game and think you will get a full answer on the spot. This is not an accurate representation of your candidate. Instead, start with the dedication this candidate has already demonstrated. Then observe the candidate zeugnis and history before kindergarten questions fly. Do not try to create a pseudo science to query the "depth" of your candidate. Your questions are not an accurate measure of depth or even cognitive logic. A Director of a creative element requires advanced leadership experience and training. They require cognitive logic, compassion and consideration while commanding authority and trust. Perhaps start with these traits as a source of quality questions.

Don't tell the candidate about a project where a blockchain based ledger shall track recycling activity of an organization so to create a closed loop economy, in which your candidate then returns a beta model in 5 days; then offer up a far more in depth construct of the same project and when the candidate returns a series of explanations along with a technical document outlining the functionality of a current beta model; go and think your candidate is not "deep" enough.

Do not tell you candidate that you want industrial recycling "Live Containers" that call home when they are full so that the proper truck can be sent to pick them up. Then your candidate give you three answers about how to achieve this, the budget, the mechanics, cost, platform and server structure and then think that your Superhero question further defines qualities not perceived about your candidate.

Finally do not assume that a candidate whom does this research as a test over the course of 4 weeks and returns valid models to you with solutions, that your candidate must demonstrate anything else except quality leadership values. Because they have already given you dedication and interest along with desire to contribute and do the work.

A high quality Interviewer does not an Engineer make.

Bewerbungsfragen

Verbesserungsvorschläge

Zugesagte Deadlines einhalten

Verbesserungsvorschläge

- zeitnahe Rückmeldung zum weiteren Prozess
- telefonische Erreichbarkeit einer Ansprechperson sollte gegeben sein (teilweise 4x angerufen ohne jemanden zu erreichen)
- Gespräche auf Augenhöhe gestalten (Der Fachbereich war sehr sympathisch, HR und GF leider teilweise plump)

Bewerbungsfragen

Bewerbungsfragen

Verbesserungsvorschläge

Nichts

Bewerbungsfragen

Verbesserungsvorschläge

nichts

Verbesserungsvorschläge

HR Prozesse verbessern z.B. Mail nach 1 Monat, dass man länger braucht für Prüfung

Verbesserungsvorschläge

keine

Verbesserungsvorschläge

Prozess ist einwandfrei verlaufen.