Ho presentato la mia candidatura tramite un selezionatore. La procedura ha richiesto 4 settimane. Ho sostenuto un colloquio presso Gartner (Egham, England) nel mese di ott 2013
Colloquio
1. Recruiter called me and we went through the initial conversation.
2. She then confirmed that I would be an excellent fit and they are looking at next steps.
3. I then received a phone call from someone else in Gartner, enquiring to whether I would relocate to the US for the Leadership Partner role.
3. After chasing the initial for over 3 weeks, receiving delayed and poor communication; I then received an email stating that although they did like my skills they did not think I was a good fit to the role. This completely contradicted previous comments!
All in all, not a good experience of the interview process and not a good impression of the organisation as a result of this.
If this is how they treat potential senior hires, how do they treat employees and customers!
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Candidatura
Ho presentato la mia candidatura online. Ho sostenuto un colloquio presso Gartner
Colloquio
Participated in a panel interview with 4 team members from Gartner who did a role play as if they were a client and I was analyzing the current problems the client was facing and providing recommendations and helping the client move forward. The overall experience was quite similar to real-world situations, and was a good opportunity to show the interviewers how I would handle difficult questions and challenging situations with top tier clients.
Domande di colloquio [1]
Domanda 1
After the role-play I was asked to reflect on how it went, what went well, and areas I would consider addressing differently.
Very efficient and streamlined process. Went from initial phone screen to large panel interview within 3 weeks. Was offered 2 days after panel. One of the fastest processes I've witnessed
Domande di colloquio [1]
Domanda 1
It was a panel interview via a mock scenario. Each person played a fictitious executive role and I had to organize and manage the session.
Ho presentato la mia candidatura tramite segnalazione di un dipendente. La procedura ha richiesto 3 settimane. Ho sostenuto un colloquio presso Gartner (Washington, DC) nel mese di dic 2018
Colloquio
Recruiter contact, then recruiter screening, then phone interview with hiring manager, then with at least one potential peer who reports to the hiring manager, then with someone the hiring manager reports to. Afterwards, a visit to an office for an in-person, in-depth evaluation as though you're in the role and given access to tools and techniques. (This, in professional HR lingo is a "behavioral interview".) If that goes well you then speak with the Partner in whose business this role operates. (After all, it's *their* money that becomes your salary.) If you pass the Partner's "smell test" then an offer is made.
However, at one point in the interview workflow something very unprofessional happened that really made me question just how competent a company they were. A long track-record of profit, success, and stock growth is nothing to sneeze at. I also know several people who work for the company and are very happy with their careers. Nonetheless, I was strongly turned off by a clear break-down in their processes that I feel lucky that it happened and was not moved forward. It made me think they are not as transparent internally and not as forthcoming in their recruiting as they want people to believe they are. There was something extremely fishy about how things played out. The timing, the wording, the complete contradictory nature of it made no sense at all. I feel I dodged a bullet. I wish I could lay out exactly what happened but that would risk losing the anonymity of the review.
Domande di colloquio [1]
Domanda 1
The job requires a lot of context switching. How do you deal with that?
