I recently attended a three-round interview process for an HR position at Roche Malaysia. While the first two rounds were meaningful and professionally conducted, my experience with the third round left me extremely disappointed. The final interview was scheduled as a “casual chat,” but in reality it turned out to be a structured formal interview squeezed into 30 minutes. I was not informed beforehand that I needed to prepare anything, yet the interviewers repeatedly reminded me about the limited time, creating unnecessary pressure. The rushed format made the session feel superficial and disorganised. What made the situation even more discouraging was learning later that the role had already been filled internally. If an internal candidate had already been identified, it would have been far more respectful and ethical to keep external candidates’ time commitment to a minimum. Conducting three rounds and allowing candidates to invest their time, effort, and energy when the decision was already made reflects poorly on the company’s hiring culture. Based on this experience, I personally feel that the interview process lacks transparency and respect for candidates. It gives a clear impression of an unhealthy and inefficient work culture, where communication is unclear and candidate experience is not a priority. I hope this review helps future applicants manage their expectations when engaging with Roche Malaysia’s recruitment process.

During the phone screening, the recruiter was attentive and engaged, taking the time to learn about me and my professional experience. Also, two rounds of interviews were conducted via Google Meet. The interview takes roughly an hour.