Campus Recruiter Interview Questions

I talked about sharing the work culture and also based on the candidate's major, I would tailor the conversation to what their interests might be.

I would say they are not completely wrong but leaving the country to do it can equip them with skills, experiences, and personal growth that will carry so much weight and will make them so much more capable of making a difference when returning to serve back home.

No experience in full-cycle, but experience with parts of the process.

Most of the questions were very vague, so make sure to ask clarifying questions.

Speaks to the laid back, people culture that exists at EY.

Try to figure out why they are upset, sympathize with them and do whatever you can to make it right within your means if not in your means then assure them you will take care of it with the manager and get back to them but also let them know they are more than welcome to contact the manager as well. In the whole process you are on their side and want to make things right,

Reason why I rated the experience as negative: HR. Pre-Interview: In the beginning stages, they (meaning HR) did a great job of keeping contact. I thought the interview went pretty well, I met very friendly and interesting employees. It was strictly behavioral. I really was super excited after the interview. Post-interview: I have yet to be contacted by HR and am hesitant to email them, because I do not want to be annoying. I would like to add that SEVEN weeks (going on eight weeks at this glacial rate) have passed since the final-round interview. I know they have extended offers as well as rejections approximately 2 weeks ago. So where does that leave me?!? Clearly, I am the back-up candidate (with a high probability of rejection). They are not even decent enough to send me an email telling me this. Rationalization: That being said, I understand Digitas is a fast-growing company and probably receives many applications. But as a young jobseeker, it is unnerving not to receive any response (seriously, not even a generic email!). At this point, I feel like I have been completely forgotten. Ain't nobody got time for that. Why this matters: This has completely changed my mind about the company. In the early fall, I was very excited about Digitas (seriously, I even had dreams about working there). That honeymoon period has passed. Now I am just disappointed and frustrated, which is a shame because Dtas does awesome work and has great people. Conclusion: It would be much appreciated for HR to extend some form of communication to candidates that have been through the final rounds of the interview. It is a common courtesy. As a job candidate, it is very painful, not to mention emotionally draining, to be left waiting in the dark. It also causes an unnecessary buildup of negative emotions, which isn't good for me or for the reputation of Digitas. Some might say "you should learn to control your emotions and not think about it any more." I'm only human and this was, at one point not long ago, my dream job. Quick fix: The good news is this could all be avoided for future candidates with a simple email or phone call.