Para HR, fueron las preguntas típicas como principales debilidades y fortalezas. Luego con el Direct Manager fueron preguntas más específicas de sustentabilidad y técnicas, fue la instancia más "difícil". Y por último con el People Manager fue más una conversación que una entrevista.
Which networks you wanna join at pwc
Examples of prior experience I have in specific role responsibilities outlined on the job description
They asked me to go through everything I had ever done, including years and dates, starting from when I graduated high school all the way to where I was sitting that day, 15 years later. I found this very odd, since a large part of my work experience was completely irrelevant to the role I had applied for, given that I had previously trained in a completely different field and only chose to retrain as an economist after turning 30. When HR got back to me about a week later to let me know I hadn’t gotten the job, the explanation was that I had shared too much irrelevant information. That was true, I thought — but perhaps PwC should train their managers on how to actually conduct an interview. Asking a candidate with several years of work experience to walk through every single job in detail inevitably results in a lot of irrelevant information, which could easily have been avoided if they had known what questions to ask.
Why I left my current job before finding a new job? Why do I want to work at Zeiss?
Motivation for applying: How does you values align with Fidelity's value on sustainable finance and community impact?
What areas of sustainability are the most familiar with? What is the future of the circular economy?
Is the solution to achieving a sustainable future more technical or behavioural?
Q: What would you bring to this position? Q: Why are you motivated to work for ISS?
What do you think about colours? How would you handle this problem? (a case was presented)
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