AARP Interview Questions

Behavioral based questions to showcase strengths and weaknesses experienced during previous job positions and how they may help you succeed in this position. Initial interview was with a single manager while the second interview was a panel format.

I was approached by the recruiter and had 3 interviews 1. With hiring manager 2. Behavioral Panel 3. Technical Panel All the rounds went well. The interviewers were very patient and made sure I understand the questions and answered my questions as well I received a call from HR after couple days and was given a verbal offer. However the very next morning I received a call saying that hiring manager would like to move forward to another candidate though I didn't deny the offer.

The recruiter reached out and bailed 3 times without any notice in advance, eventually disappeared at the third rescheduled time for phone call. I hope the team do understand every candidate applied to the role based out of belief to the company’s mission so that they can show mutual respect. It makes the company’s written value looks like a fraud basing on their HR team’s act.

Had a call with a recruiter that got rescheduled very last minute. When we did have a call, it was very pleasant and extremely informal. I was told I would hear back about next steps the next week, but when I asked for an update two weeks later I was told they were still looking at candidates. I never heard from them again until I got a generic rejection email almost a month and a half later. Communication was pretty poor.

The recruiter and head editor were so kind and patient. The conversation flowed really well and we were always communicative about the status of my application, the next steps, and what their hiring timeline was.

Very conversational. The person put me at ease and was very informative when I asked questions. They spoke a lot about the work itself and the overall organization. I left with a strong understanding of the position.

Quick response from HR. Several interviews may be required with different officers like VP, Directors, etc.. The process may take you to 2 or 3 different interviews. HR first screening interview and 2nd interview were scheduled quickly.

I was contacted by the HR representative to schedule an interview. I provided dates, those dates came and went. I followed up and was able to schedule the screening, which was done via MS Teams. That was a 30 minute interview and the representative stated that they were going to forward my information to the hiring manager . Afterwards, I sent a thank you for the interview. I was then sent a question as to whether or not I had experience with certain software and whether or not I was willing to learn their software. I replied with my experience and willingness to learn. A day later, I was asked my avaliablity to interview with the hiring manager. I provided my avaliablity and the next email from the representative was asking me on a scale of 1-10 where did I place my knowledge on a specific skill. I provided the number as directed. I then recieved a follow-up email stating that the manager wanted examples of my experience as it pertained to that skill. I must say that this was off putting. The hiring manager expressed interest to the HR representative in wanting to interview me but had a slew of additional questions that they weren't willing to sit down and ask me, but they were feeding questions through the HR representative, if to determine whether or not I was worthy of an interview. All of these additional questions could have been discussed during that interview, that was never confirmed. If my qualifications weren't up to par, then scheduling an interview with the manager wasn't the correct course to take. I contacted the HR representative and I withdrew my application from the position. I hope in the future that the hiring manager provides the HR representative with an accurate list of skills necessary for the role and the screening questions that they'd like answered to avoid what happened in my case.

30 mins phone interview using Microsoft Teams about the background, previous projects, skill sets, and career goals. Specifically, care about communication skills for connecting the technical staff and non-technical people. This role has the responsibility of management.

Pretty standard. Recruiter screening, hiring manager, then a behavioral QnA with a panel. They moved very quickly. They offered me the job from start to end in 10 days. Panel interview was the most thorough step.