Multi-step process that involved an initial interview and then a data related exercise. Overall it was an ok process and pretty straight-forward. Met with people on multiple levels of the organization.
Preguntas de entrevista [1]
Pregunta 1
What are your recommendations based on the data exercise?
Me postulé en línea. Acudí a una entrevista en Hilton en ago 2014
Entrevista
August 18- Submitted my resume to Hilton Worldwide
August 20- Receive an email from a "Client Recruitment Specialist" asking for my availability for a phone interview. I reply within an hour with times over the next couple days.
August 21- Over 24 hours have passed since I sent my availability reply to the recruiter. I haven't gotten a reply yet. I send a follow-up email to her.
August 22- She finally replies back in the morning saying she'll call me at 1:30. 1:30 comes, 1:30 goes. I get no call. I send an email to her asking if we should reschedule.
August 26- She sends me another email asking what my availability is for that week. I reply.
August 29- Still haven't heard back. I send another followup email. She never replies.
The whole process was surprisingly unprofessional for such a large international company. The recruiter's actions showed little respect for my time and effort.
Me postulé en línea. Acudí a una entrevista en Hilton
Entrevista
Screening to review previous experience with HR, followed by a phone screening with the hiring manager and ended with a case study/presentation on digital best practices. Not easy but also not very difficult. However, come prepared to address your specific tactical experience.
Thank you for your feedback on your interview process. It’s great to hear you had a good experience. Welcome to Hilton! We’re excited to see where your career journey takes you.
Me postulé en línea. Acudí a una entrevista en Hilton
Entrevista
They use a third-pary application called "HireVue," as their "phone screen." This tool essentially is you talking into your computer's camera answering canned questions. It's very impersonal and highly subjective. Probably eliminates a lot of good candidates simply because of discomfort with the process. You have no way to gauge response or get a sense of what the company is looking for. The tool touts that it levels the playing field, but in reality it probably promotes selection based off of variables that have nothing to do with skills - unless speaking into a webcam is one of them. Really one of the worst ways to screen candidates.
