- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at Association for Talent Development full-time (More than 3 years)RecommendsNeutral OutlookDisapproves of CEORecommendsNeutral OutlookDisapproves of CEO
ASTD had smart, fun people who genuinely cared about furthering the training and development (T & D) field. And, the members are awesome! I made some of my best contacts ever at ASTD through working at conferences and in managing member interest groups. The benefits/total rewards also are really well thought out - they put bigger companies for which I've worked to shame. The President's Award provided incentive for staff to take on some project that not only furthered the employee's career, but also propelled the organization forward.
There is a culture of fear that's perpetuated by the leadership. If you have a challenge, you can't really trust anyone to help you in a constructive way. People just disappeared, and there are frequent layoffs with little honesty as to what's really happening, as the leadership likes "churn." While it's good to have new blood in an organization, the level of churn there is unhealthy and causes a lot of fear, suspicion, and low morale.
Advice to Management
Do what you write so lucidly about and really demonstrate that talent is your most valuable resource. Don't treat employees like a transaction - learn to build trust.
Getting an Interview
Getting an Interview
- No OfferNegative ExperienceAverage Interview
I applied through a staffing agency. The process took 4+ weeks – interviewed at Association for Talent Development (Alexandria, VA) in May 2015.
Interviewed for the country director for its oversea expansion, total through two Skype interviews, one with the potential line manager and HR, the other with the line manager and sales director and the marketing content provider. What surprised me at the beginning was that they didn't use any psychometric assessment tool for the candidates although their asserted that the market was critical and the director role would be the first startup guy for the country. The Skype interviews were mainly about the background check, understanding the sales philosophy and other general open questions. I was specialised in designing assessment centre for senior management role, and I couldn't tell those questions were finely designed to dig out what competencies the candidates had. Right before the 3rd round of in-person interview, the headhunter told me that the decision was made and no need to follow up, with surprise that the headhunter had received very positive feedback after the 1st round interview, while 180 degree opposite after the 2nd.
- Q: Why don't you start with your background? Q: Where are you originally from? Q: How do you balance the fun part and the routine part of the job? Q: How did you manage the "one-person show" in your past experience? Q: What's your sales philosophy? Q: How would you develop the local market? Q: What tools do you use to track your sales activities? Answer Question
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