organizational development specialist interview questions shared by candidates
My in-person interview was just a conversation about my skills & how they matched up with their roles...and the next step was that they wanted to see what my skills were & to see prior work samples from a major consulting firm I worked for (or my current job )- despite them all being marked confidential. They seemed frustrated with me that I wouldn't share most of it...how would they like it if I shared their clients' confidential documents?
This company had been this way since the early 90s. They are staff augmentation and a cut-rate shop since day one. The recruiters are uninformed, inexperienced boneheads. You are not alone. Anyone that has been around the Chicago market knows this place is a facade. They haven't kept a promise or been on time in memory.
Hey anon poster on Feb 12. Thank you very much for that. I am glad to hear I wasn't alone in dealing with their awful behavior. I had no idea they went back to the early 90s and were always like this. How do places like this exist!? Their ads on LinkedIn NEVER go away. I haven't logged in once without seeing their ads...for jobs they don't have. It's pathetic that they do this.
A slightly different perspective based on my experience with CARA... I've been affiliated with CARA since 2005--and along the way I have had to go through additional peer interviews as client engagements came along that required new or additional skills sets that I hadn't had the opportunity to use up to that point. After talking with my recruiter--who always calls and talks with me about whether or not I think a particular engagement would be a good match for me--and for the client--I then go through a peer interview to chat with a colleague who has demonstrated strong performance in that skill areas. I appreciate the way they take it that extra step. After all, recruiters are just that--recruiters. They then look to 'experts' to help them vet a consultant for a specific job. I know many CARA clients who very much appreciate this somewhat rigorous--but important--approach to finding them the best candidate. (and I don't think the comment about them going back to the early 90s is accurate. They had just formed a few years before I started partnering with them.)
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