Americare Senior Living interview questions

It was ok, they tell you to talk about yourself and they get back to you if you get hired and contact you in a few weeks. If you're a good candidate for the position you applied for, they contact you in less than a week.

Terrible I wanted to share my less-than-ideal interview experience with this organization, as I feel it’s important to provide feedback, especially since I was dealing directly with the Director of Talent Acquisition. Almost a month and a half ago, the Director of Talent Acquisition reached out to me regarding a recruiter position I had applied for about two weeks prior. She mentioned there were issues with their ATS (Applicant Tracking System) and asked me to send my resume and credentials directly to her. I complied. About two weeks later, I was asked to complete the application again. I followed through as requested. A week after that, the Director sent me a list of questions to answer, which I responded to thoroughly. She then scheduled an interview, which took place a week later. The interview went well, but things took a troubling turn after that. During the call, she disclosed that the candidate pool had been narrowed down to 12 people—a detail that, in my experience, should never be shared with candidates. She assured me she would follow up the next week to schedule a second interview. I found this unusual, as she could have set it up during our call. Unfortunately, this follow-up never happened. The next day, I received another email requesting additional information—questions I believe would typically only be asked of a strong candidate. Despite my reservations, I provided the requested information. She then emailed again, stating that after more interviews, she would follow up. However, I never heard back. After two weeks, I reached out for an update, only to be told they had decided to move forward with another candidate. In my opinion, cultural bias played a significant role in how the process unfolded, especially given the current climate. I was fully qualified to advance further, as evidenced by the extensive information, skills and validation of my work that I provided. It became clear to me that the purpose of the second round of questions was to gather insights rather than to move forward in the process. If not that the least I should have recieved are the follow ups. The prolonged and questionable process left me with the impression that fair and ethical judgments were not made. Negative bias seemed to show its head here. I expected better from a Talent Acquisition Director at an organization with a 95% approval rating. It is worth noting that she mentioned she had only been with the company for six months. Based on this experience, I would rate the professionalism of this organization’s interview process as a 3 out of 10, which might reflect broader internal issues. In my opinion it is things such as this which contribute to the talent crisis going on in the Senior Living industry.