First, there is a preliminary interview with HR, where I briefly introduce myself, and then ask about relevant resumes and relevant experience, and why I think I am suitable for this position. About a week after the HR interview, I received the next interview. In the second interview, there were two interviewers who asked some questions, such as how to deal with the pressure of work, and whether you know anything about universities in the UK, Ireland, and Australia. etc.

Pros: The initial application process was straightforward, and the role initially seemed like a strong match for bilingual professionals. Cons: The recruitment process lacks basic professionalism, transparency, and respect for candidates' time. I was asked to submit two separate video introductions—one in English and one in Chinese. This required significant preparation and effort. The hiring team explicitly promised that feedback would be provided by the start of the following week. Not only did they completely miss their own deadline and ghost me without any follow-up, but they also failed to provide basic terms of reference or a data privacy notice regarding how these video files (which contain sensitive personal and biometric data) would be processed, stored, or deleted. Demanding that candidates jump through highly demanding, multi-lingual hoops upfront, promising an update, and then cutting off communication entirely shows a massive failure in data compliance and basic human courtesy. Advice to Management: If your team cannot manage basic communication timelines, do not promise specific deadlines to candidates. More importantly, if you are requiring applicants to submit video and audio recordings in multiple languages, you must establish transparent data handling protocols and terms of reference. Treat prospective talent with the professional respect you would expect from your own employees.