The interview process was short in terms of steps. The first step was a phone interview that was relatively elaborate for a phone interview. It was very positive and left off with an invitation for a final in person interview. This is where the process went downhill for me. I met with 4 people including the Director of Talent Acquisition and the Talent Acquisition Manager. Everyone was welcoming and pleasant in terms of personality but the experience itself was much unorganized. There was so much time in between interviews (20+ minutes) that at times I was wondering if they forgot about me. In terms of the questions, they were very vague, lacked depth, and were certainly not behavioral based questions. The questions did not offer the opportunity to shared depth in my experience and how my accomplishments in the past would serve the organizations key initiatives in the future. Also, since the interviews were so rushed, I did not have the opportunity to ask questions myself. Overall the in person experience was 2.5 hours, about 25% of which was me waiting for the next interviewer to walk in. It was very inefficient, unprofessional, and quite frankly disappointing. I really had “hire expectations” of a talent acquisition software company catering to the TALENT ACQUISITION COMMUNITY. I left with as positive of a feeling as one can have after such an interview. Naturally, I came home and wrote my follow up/thank you e-mails to each individual I met. The response I received from the director clearly implied there would be “next steps.” The next communication I received from ICIMS was a very cookie cutter automated disqualification e-mail. Ironically, their signature reemphasized the ICIMS “hire expectations” tag line and “love ICIMS? Refer a Friend!” Why does ICIMS think that such a low caliber interview process and impersonal closing communication warrants referring a candidate? The bottom line is the job market has turned and the battle for talent is becoming increasingly difficult. If this organization plans to follow through on their plans of “doubling their population” they better recognize how critical candidate perception is. It’s a shame because I believe they have a good product and what I understand is a good company culture. If you are going to have a candidate spend 2.5 hours in your office, have the integrity and decency to pick up the phone and have a 60 second conversation with them to let them know they were not selected. With 30+ years of Talent Acquisition experience between the Director of TA and Manager of TA, I really expected better.