Step 1 - First Interview: HR Director over web conference
This interview took about an hour. During the interview, we reviewed past job experience, discussed the opening and the company, and how I manage different types of situations. After “passing” this interview, I was informed that I would have a follow-up interview over web conference with the new GM, and if that went well, then the completion of a DiSC profile and a follow-up panel interview.
The HR Director was pleasant, asked good, detailed questions, and provided a clear outline of the interview process.
Step 2 - Second Interview: GM over web conference
This interview occurred just over two weeks after the first interview. The GM was new in his role but had been with the company for many years. This interview also lasted about an hour, and we covered some of the same topics as had been covered during the first interview with the HR Director. The GM also mentioned completing a DiSC profile and potentially a panel interview
The GM was also pleasant, asked good, detailed questions, and provided a clear outline of the interview process.
Step 3 – Received and completed the DiSC profile online about three days after the last interview.
Step 4 – Panel Interview: In person with HR Director, GM, Director of Product Strategy & Deliver, and the Assistant Director of Client Services.
Took place about a month after the first interview. This panel interview focused on behavioural type questions. Generally, the questions were good, although the junior members of the team present did not seem to be as engaged in the interview process as I would have expected. Part of me felt that I may have been competing for the job with one of the existing employees at the table. It wasn’t awkward for me as I’ve been in those situations before, but it seemed awkward for that individual. As part of the panel interview, I conducted a presentation as to how I would onboard into the role, and also provided a writing sample by answering some questions after the interview process. Providing a writing same was rather "odd" in my opinion. While they were interviewing for a senior person, I don't believe they grasped what it meant to interview a senior person.
I received an email about ten days after the panel interview indicating that they decided not to continue with me. After a 6-weeks interview process, being informed that the company would not be offering me the job (with little to no detail why) via an email came across as less than professional. I would have expected a call simply indicating that they found a candidate that better fit their needs and thanking me for my time. I was also surprised it took ten days for them to make that decision and relay the message. When interviewing senior candidates, the process should factor in how you will turn these candidates down. The market for these roles is small, and getting the message out that you don't value a candidate's time will make it even smaller.
