One of the ways Schneider Electric recruits now is by not telling you which position you are applying for but rather if you are a fit for the company. This process is convoluted and drawn out, to the point you understand why other major companies do not do this - because it does not work. Before you arrive to the interview location for the final round, you do not have an exact position to prepare for which makes planing your answers for questions difficult. They claim that this is done so they can see what your passions truly are, but honestly if this is not true as the end position they offer you has nothing to do with your passions. Given the fact that the interviewer just takes notes for the end HR manager this really is just a subjective waste of time for both you and the interviewer. You go into the interview with the possibility of getting being "best placed" for 20 - 30 different positions form the recruitment sheet they provide. The company interviewed several hundred people over an interview week (1,500) for about (400) positions over half of them are call center phone jobs, but they won't tell you that up front. Walking into the actual interview part, you are sent with your group of about 30 candidates into a ballroom to interview at a table with two interviewers. Each candidate has their own table with two interviewers. The questions are not very extensive, simple stuff like what do you want to do and where do you see yourself, but the overall trend is that your interviewers have a sales background and most likely are hoping you have some interest in sales. The interviewers do not ask you questions about a specific position, just feel out what your ideal position would be and take notes in a computer for the end HR person to decide if you are a fit for the company. After your group ends, another group of 30 come in and this continues several dozen times in the week. Where the process goes wrong is in the wait and communication of the HR/recruiter email point of contact. The HR contact barely ever emails you back in time and nearly delays every deadline they told you that you would be informed. They told us we would know in two weeks on a decision, then they needed an extra week, then they still hadn't decided so they just need more time "in general". After this the HR contact disappeared for 2 weeks with no contact, I had to reach out to them to only be told they did not have a proper timeline. This dragged the process out for another week. The HR person also always had an automated response email claiming they are "Out of the office, with extremely limited access to email"; I'm sorry, but if your email always has this response over a two month period, you need to get back to work. There's nowhere anymore that doesn't have wifi where you can't check email and get back within a 48 hour window. This is just unprofessional and embarrassing for Schneider Electric. Additionally, it took the company a long time to make their decision because the process was so poor and subjective. Put yourself in their shoes: they interview 1500 candidates and tell them they can have whatever position they want. These candidates are interviewed by maybe 80 different interviewers, who switch over the week, and are not around with the HR in their end decision making period. The interviewers take notes into a computer for the HR head to read over when decided to place applicants for the 400 positions available. While the interviewers can sift out who is not good for the company, for candidates they recommend this process gets difficult as the HR manager has to compare notes on good applicants. Example being: 80 good engineers recommended for a position that they suggested in an interview may only has 2 vacancies (as most did) and thus they have to be considered for the position with the majority of vacancies: sales. The process now becomes highly subjective, as the HR manager has not interviewed any of the candidates but has to make a decision based off of the interviewers notes, all which vary extensively. Because there are not many positions outside of the the majority of sales, the HR manager tries to funnel most of the applicants into the sales call center jobs in hope that they will just take what ever job the company gives you. Due to the extensive length of this process, it took them about a month and two weeks until they offered this position. Although in my interview I had told them specifically the positions I was passionate about and that I did not want a sales position they came back to offer me a sales position. The whole process of them claiming to find the best job for you is a ruse; they just want people for call center sales. Engineers, business, biology, and environmental science majors beware.