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Organizational Effectiveness Interview Questions

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67 organizational effectiveness interview questions shared by candidates

I can't give too much detail, but the talent assessment asked several variations of the same question to find out how competitive I was. The assessor did not provide feedback to any of my responses and you could tell the intention was to pose the next question quickly so that I wouldn't have a lot of time to think about my response - it would just be what came to my head the fastest, implying that it was the most honest. The assessor was professional and courteous, but it was difficult to hear her at multiple points during the assessment. The questions were mired in gender and cultural bias (women, and particularly women are color, aren't "supposed" to come across as competitive) and were along the vein of - have you stopped beating your children; yes or no? - meaning there really wasn't a good or accurate response to many of the questions. It went on for a while and close to the end, I really just wanted it to be over. I've never experienced this feeling during an interview or job assessment before. I was saddened that this is the new hiring process for the hospital. As I said, I worked there previously and really enjoyed my time there and felt that the culture was excellent. This introduction to the company was extremely off-putting and I feel it will exclude many women, people of color, and servant leaders, despite their actually being good fit for the position and company. Had I not worked for Mercy before, I would have determined that it was not a good fit for me (or anyone, really), based on this interviewing experience. It would have even been better if they'd done the assessment later in the process, perhaps with final candidates, but not where it's the first and only thing they go by. My master's degree is in psychology and even I will admit that these sorts of assessments are not entirely accurate. So, to use it and only it as the basis for a major decision isn't a good idea. Also, the name of the assessment if misleading. They don't assess your talents - they assess what people feel their traits to be. I wouldn't recommend this process to anyone.
avatar

Organizational Effectiveness Manager

Interviewed at Mercy

3.6★
Feb 26, 2020

I can't give too much detail, but the talent assessment asked several variations of the same question to find out how competitive I was. The assessor did not provide feedback to any of my responses and you could tell the intention was to pose the next question quickly so that I wouldn't have a lot of time to think about my response - it would just be what came to my head the fastest, implying that it was the most honest. The assessor was professional and courteous, but it was difficult to hear her at multiple points during the assessment. The questions were mired in gender and cultural bias (women, and particularly women are color, aren't "supposed" to come across as competitive) and were along the vein of - have you stopped beating your children; yes or no? - meaning there really wasn't a good or accurate response to many of the questions. It went on for a while and close to the end, I really just wanted it to be over. I've never experienced this feeling during an interview or job assessment before. I was saddened that this is the new hiring process for the hospital. As I said, I worked there previously and really enjoyed my time there and felt that the culture was excellent. This introduction to the company was extremely off-putting and I feel it will exclude many women, people of color, and servant leaders, despite their actually being good fit for the position and company. Had I not worked for Mercy before, I would have determined that it was not a good fit for me (or anyone, really), based on this interviewing experience. It would have even been better if they'd done the assessment later in the process, perhaps with final candidates, but not where it's the first and only thing they go by. My master's degree is in psychology and even I will admit that these sorts of assessments are not entirely accurate. So, to use it and only it as the basis for a major decision isn't a good idea. Also, the name of the assessment if misleading. They don't assess your talents - they assess what people feel their traits to be. I wouldn't recommend this process to anyone.

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