J'ai postulé via un recruteur. Le processus a pris une année ou plus. J'ai passé un entretien chez ADP (Florham Park, NJ) en juil. 2014
Entretien
I was contacted by my headhunter for this company who was looking to fill two Director positions in their Finance department. I was brought in to meet with the hiring manager and current Directors in the dept. All seemed well and positive feedback was provided to my headhunter that they were interested and wanted to move forward. Eventually weeks and months went by where I asked for a follow-up and the hiring manager wouldn't even return messages or at least say that they have gone with a different candidate. I interviewed at this company about 8 years ago for a different role at a different location and also had a negative experience with their hiring process. I wouldn't recommend wasting your time with this company.
Questions d'entretien [1]
Question 1
Asked about my background and how it would apply to the role they were trying to fill
Great interview process with serval people so you can know how the company is run. Loved getting to meet so many of my peers. Very through with the opportunity to ask questions as well.
Entretien Telephonique qui a durée 20 min assez bref pour s'ssurer de la conformité du CV et du parcours profesionnel. PAs de nouvelles après relance par mail plusieurs jours après l'entretien.
J'ai postulé en ligne. J'ai passé un entretien chez ADP (Toronto, ON)
Entretien
ADP has a legacy as company, but their interview processes is too scripted, eye washer, peers interviewing who are new to the role. Have you really got good talent with this model or have you just got YES Boss! employees.
Questions d'entretien [1]
Question 1
a) Scripted b) lack of clarity on questions during multiple handoff rounds or panel interviews c) they want peers to interview and give decision making power ? really? Do you think this is D&I ? Please get an expert opinion on this strategy. Fundamentally one of the peer means someone at equi-par or lower level can pose question and analyze a response. They at Director level are those promoted an year ago or have the least amount of Leadership experience, yet. They feel a threat when an outsider comes with higher degree of knowledge, has better skills and can quickly be in a dominant position. Have you really thought through your interview strategy ADP? Your questions are so scripted that it is all on the internet. What Leadership Style do you carry? Which era are we in? Have you heard from any one that I am an Authoritarian? Dont you think you need to be one when dealing with bad people or especially in downsizing? Are you playing double standards here?
