Steel Partners Holdings interview questions

Initial unprofessional phone screen. Two (2) assessments are required before speaking with Legal team (one cognitive; one personality). Scores are NOT released, but if you pass muster, you then are scheduled to meet with the members of the small legal team in hierarchical order, with one interview on-site. Post-interviews, company went dark when status update was requested; instead, company actually reposted original job listing, this time under subsidiary companies [versus under Steel Partners Holdings itself] on job board(s) and with job AI platform. Overall, a VERY poor interview experience. An inquiry about what timeline was for filling position, was met with standard "as soon as possible” response -- which was a joke, given the details shared in this review. The overall unprofessional manner in which post-interview communication was handled is likely a good indicator of how both the company does business with clients AND how it treats employees internally. Assuming that there is a requisite professional standard expected of applicants who are interested in working for a company should likewise at least imply a similar standard for the prospective employer, as well. In hindsight, when taking the entire experience into account, the two assessments seem to be more perfunctory data collection for EEOC purposes, perhaps, than any real criteria to determine real candidacy for the position applied for (no practical application whatsoever to the alleged requirements for the role, as listed in the job description). "Ghosting" applicants after the extensive interview process as occurred in this instance reflects poorly on the company and the interview experience, and is quite reminiscent of what is essentially a "Sham Interview" in colloquial business parlance. Why waste the time of people invested in interviewing for a position that may or may not truly exist, and then also waste the time of the executives interviewing these candidates? If nothing else, applicants seek at least a positive candidate experience, regardless of the outcome, as well as a fair interview process that has not been pre-determined (if it even is legit, to begin with). Prompt, clear feedback on a candidate's status within a reasonable timeframe after an interview, especially when requested by the candidate, should take no more than 48 hours from receipt of request to provide. DO NOT applying to this company unless you are looking to practice your interview skills and test the limits of your patience in anticipation of a real employment opportunity elsewhere.