Performance Manager Interview Questions
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Performance Manager interview questions shared by candidates
Taking about your experience in the industry as performance manager.
9 Answers↳
Rasalkhaima cement factory work at production area
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Rasalkhaima cement factory work at the production area skills laver
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No
Would you be available to speak this week? (probably followed by evil laugh in private considering what happened next)
4 Answers↳
Hello, thanks for taking the time to leave a review as we appreciate feedback from all our candidates. Firstly we apologise for the negative experience you’ve had with our recruitment process. There has been a miscommunication regarding the nature of the phone call, it should not have been called an interview as it’s more of a discussion about your expectations for employment. We have passed this feedback on to our Recruitment team and have updated our guidelines to be more clear about the intentions of our phone calls in future. Less
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Hi! I think you’ve missed my point a little there. I understand that it was a screening call but you made an appointment. I made sure that my child is away during this time so I can speak in peace. If you agree a time you either make the call or you cancel. What your employee has done is disrespectful. The nature of the call is beside the point. Less
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And the fact he did it twice. Shocking.
Interviewer did not ask any difficult questions, but seem to focus on the job being more of a clerical position.
3 Answers↳
I expressed my superior clerical skills, especially as an Operations, distribution and logistics person. However in the end, he was truly looking for an administrative person to assist him in presenting reports to top management. Less
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Yes air
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Yes sir
1) Exercise on Net Present Value: with also a short exercise. 2) How many degrees are there when the time indicates 11:45? The answer is not 90 degrees (the indicator on 12 is slightly before so you have to calculate)
2 Answers↳
82.5 degrees
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82.5?? More like 60 degrees
Describe your approach to managing staff.
1 Answers↳
force staff to take a first attempt at work activity with little or no guidance - discuss results/ approach with them then provide guidance. Make yourself highly approachable be available for coaching. Assess each individual's skill set, strengths. Tailor role to provide development opportunities and challenges. Less
Do you like soccer or American football? If you are in line at CVS and a person with more than 10 articles is in the express line. Do you say anything about it?
2 Answers↳
What were you asking vs what they were offering?
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I like American Football I would let that person go.
Do you have any questions about the company?
2 Answers↳
Dear candidate, thank you for taking the time to write a review about your experience during our recruiting process. I fully understand, that you are disappointed for not being chosen. ProvenExpert.com is not group of companies or so big, that we only send emails to candidates we would like get to know better. And sometimes it's better to make a phone call to arrange an interview via telephone instead of sending 4 emails back and forth. Because candidates who are looking for a job mostly do a research about the company, if they do care where they want to work. So, to save your time I just asked you about your questions to the company. The aptitude test is not provided by a yoga company. It was developed by the 2 American psychologists. Because the personal fit and the team work is very important for us. This is why we are using this test. Also to give you the safety that your potential future colleagues are a good fit for you. One reason, you are not selected could be, there were other candidates who would be a better fit according to cultural fit, experience and expectations. We understand, that you are interested in the reason for the rejection e-mail. Unfortunately, we cannot explain the exact reasons of the rejection to everyone due to the vast amount of applications, that we receive. Often there are minimal qualification differences, which are decisive in order to continue in our recruiting process. We would like to thank you for the interest in our company and the efforts you have made. We also wish you all the best and much success for your further professional career. Kind regards, Sabine Sandig HR Manager Recruiting & Talent Development Less
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Well, with so many candidates as you say, spending so many hours completing that great test, I think the least you can do is sharing the results with the candidate and feedback. I am sure with GDPR compliance, you must share them if this is required by the candidates. It is ok if they are not selected, but it is not fair to have so many candidates spending so many hours for something that will only be beneficial for you. That says a lot on your company values. The way you do the process may be correct. The way you don't think how you give back to society and applicants it is not. If you are not willing to compensate people for their time, maybe you shouldn't be asking candidates to spend so many hours. It is not only about "you are disappointed for not being selected"... if you think on the overall experience, maybe they wouldn't have chosen your company later in the process...the times where only companies choose are ending, and you are very well aware. And by the way, I didn't write this review, but I fully agree with it. Less
Não tiveram perguntas porque o entrevistador não apareceu.
1 Answers↳
Não teve resposta porque o entrevistador não entrevistou.