This was a 2 step interview process with top leadership and both were VP level. They were behavioral style questions and it was a very conversational style interview as well. Interviews lasted about 30 min each. The offer was extended after 2 interviews.

The interview experience was highly disappointing and far below the standard expected from a global brand like Randstad. The panel lacked both balance and credibility — I was interviewed by someone holding a Director title but with no corporate or global delivery experience, only a basic staffing background. This made the discussion extremely one-dimensional and unfit for evaluating a leadership-level role. The interviewer asked generic, Google-type questions that reflected a junior-level understanding of recruitment, focusing only on surface KPIs rather than strategic delivery, stakeholder management, or leadership capability. She was unable to clearly explain the role, responsibilities, or growth path, which showed poor preparation and a lack of alignment with the actual job description. The entire assessment lacked depth, structure, and professionalism — there were no situational, problem-solving, or competency-based questions that could genuinely evaluate delivery excellence or cross-functional leadership. It came across as a checklist-style conversation, not a serious evaluation for a managerial role. It was disappointing to see titles being prioritized over true capability, reflecting a distorted internal hierarchy where inflated designations do not align with actual skill or strategic maturity. For a company of Randstad’s scale and reputation, this was a very weak and unprofessional representation of its hiring process. Advice to Management: Reevaluate your interviewer panels — senior roles should be assessed by leaders with proven strategic and corporate delivery experience, not by individuals limited to staffing operations. Implement a structured, competency-based interview process that measures real capability, leadership depth, and business impact. Provide clear role clarity before scheduling interviews — candidates should not be left confused about responsibilities or reporting structures. Revisit internal title structures to ensure they reflect true skill and responsibility, not tenure or hierarchy alone. Randstad carries a strong global brand, but the current interview experience does not match that reputation. Strengthening your hiring process is essential to attract and retain genuine talent leaders.