Strathmore University interview questions

This was one of the most disappointing and disrespectful interview experiences I’ve ever gone through. After completing a technical assessment (which I was told I did very well in), I was invited to a panel interview and informed that feedback would be given within 7 days. What followed was over 6 weeks of complete silence, broken only by generic, vague responses to my follow-up emails. Eventually, I received a cold, templated rejection email — 43 days later. No transparency, no constructive feedback, and certainly no respect for the candidate’s time and commitment. If this is how the institution treats prospective employees, I can only imagine what the internal culture is like. Applicants deserve better. Strathmore needs to seriously rethink how it handles its hiring process.

The recruitment and onboarding of a new employee typically follows a structured three-step process that can be completed within one month. The first step, spanning the first two weeks, involves advertising the job and shortlisting suitable candidates. A detailed job description is developed to outline the qualifications, responsibilities, and expectations for the role. The job is then posted across various platforms such as job boards, company websites, and professional networks. Applications are received and reviewed, with an initial screening conducted to eliminate unqualified candidates. The most promising applicants—usually between five and ten—are shortlisted for interviews based on their credentials and relevance to the role. The second step, conducted during the third week, focuses on interviewing and selecting the ideal candidate. The shortlisted individuals are invited for interviews, which may be conducted in one or two rounds. These interviews assess the candidates’ technical skills, communication abilities, and cultural fit. Where necessary, additional assessments such as written tasks or presentations may be required. After the interviews, the selection panel evaluates and ranks the candidates, followed by reference checks and any required background verifications. Once a suitable candidate is identified, a formal offer of employment is prepared and extended. The final step, which takes place during the fourth week, involves the candidate accepting the offer and undergoing onboarding. Once the candidate accepts and submits all required documentation, preparations are made to ensure a smooth integration. This includes setting up equipment, work tools, and system access. The onboarding process introduces the new hire to the company’s culture, policies, team structure, and role expectations. A mentor or supervisor may be assigned to provide support during the initial weeks. This step ensures that the new employee is well-prepared and positioned for long-term success within the organization.