The online screening interview process of Richemont typically involves the following steps: 1. Application Submission: Candidates submit their applications online through the company's official website or job portals. 2. Initial Screening: The HR team reviews the applications and conducts an initial screening to shortlist candidates based on their qualifications, experience, and skills. 3. Online Assessment: Shortlisted candidates may be required to complete online assessments, such as aptitude tests or personality questionnaires, to evaluate their suitability for the role. 4. Video Interview: Selected candidates are invited to participate in a video interview. This can be a one-way recorded interview, where candidates answer pre-set questions, or a live video interview with an interviewer. 5. Technical Assessment: Depending on the role, candidates may be asked to complete a technical assessment or case study to assess their knowledge and problem-solving skills. 6. Behavioral Interview: Candidates who pass the previous stages may be invited for a behavioral interview. This interview focuses on assessing their competencies, experience, and cultural fit within the organization. 7. Final Interview: The final stage typically involves a panel or one-on-one interview with senior managers or executives from Richemont. This interview may further explore the candidate's qualifications, experience, and assess their fit for the role and the company culture. 8. Reference Checks: Richemont may conduct reference checks with the candidate's previous employers or professional contacts to verify their qualifications and work history. 9. Offer and Onboarding: Successful candidates who meet all the requirements and pass the interview process are extended a job offer. Upon acceptance, they proceed with the onboarding process, which includes completing necessary paperwork and joining the company. It's important to note that the specific steps and details of the online screening interview process may vary based on the position and location within the Richemont organization.

The job description is not quite clear, especially on department and responsibilities, making applicants quite confusing when sending résumé, and no further notification to applicants who did not get the chance of an interview