Telefónica Head of Talent Interview Questions & Reviews
Getting an Interview
- Popular Job Titles:
- Network Engineer (3)
- Software Engineer (2)
- Intern (2)
- Manager (2)
- Human Resources Graduate (1)
- Quality Improvement Manager (1)
- Retail Advisor (1)
- Finance Graduate Program (1)
- Division Chief Executive Officer (1)
- Finance Summer Internship (1)
- Head of Talent (1)
- Data Analytics Graduate (1)
- Marketing Manager (1)
- Senior Interaction Designer (1)
- Talent Manager (1)
- Helpdesk (1)
- Sales Executive (1)
- Sales Manager (1)
- Human Resources Director (1)
- Human Resources Intern (1)
- Senior Product Manager (1)
- Senior Electrical Engineer (1)
- Senior Category Manager (1)
- Engineering Manager (1)
- Sales Assistant (1)
- Analyst (1)
- Internship (1)
- Planning Coordinator (1)
- Knowledge Manager (1)
- Network Operations (1)
Very Difficult Interview
Head of Talent Interview (Negative Experience; Very Difficult Interview)
I applied through a staffing agency and the process took 4+ weeks - interviewed at Telefónica in March 2014.
Interview Details – Where do I start? No clear process or even knowledge of how to interview from the 5 directors! I was dealing with a great recruitment consultant who was close to the business and who shared with me much about the company and role. He was clear to outline that they were going through a change process and so this role was strategic to them going forward.
I was asked to attend an interview with the founder, this then was changed to a telephone interview and I prepared for the call. I waited for 2 hours for the call to take place, finally hearing that there was a 'client issue' which had to be attended to. Fine these things happen, a note might have been helpful but happy to reschedule. The call was arranged for a later date and I thought that it went really well. Some great concepts discussed, sharing of ideas and overall very positive. I was really interested in the role post call and keen to move forward.
I was asked to prepare a presentation and to talk about talent management programmes etc. I did so and arrived for the interview. A lovely lady met me from the reception and put me in a room... all five of the directors arrived for my interview, no introductions were made, they asked me to go forward to my presentation and this is where things became really strange.
I tried to open up the conversation to gain some further information and to tailor my presentation, the room was not friendly at all. I was speaking about talent and HR processes and what I had delivered for other clients of mine and I was told not to refer to case studies and only to talk about what I would do for them. Of course I backtracked and made an effort to tailor my presentation, I introduced some very basic models to help identify talent and was starting to talk about how to deploy these when the gentleman who I had spoken to on the telephone stopped me, told me that he didn't want to hear any more and that I should leave.
I have to say, as far as an interview process goes, the strangest that I have ever experienced in my life! A huge opportunity for the person who is chosen to make a big difference as to how these guys operate.
Interview Question – I was surprised that there was not an introduction piece to the interview, an opportunity to break the ice and get to know each other. I had loads of ideas about how the organisation could tackle their talent programme but could not present a completed programme because I simply did not know enough about their organisation. This is, in my experience, generally discussed at a first round meeting and if I had met with one/two people in the first instance I am sure I would have been in a position to present a tailored presentation.
What I tried to do was choose clients who were similar and talk about what I had delivered for them, I was told 'not to refer to what you have delivered for others', most bizarre. Answer Question