Para HR, fueron las preguntas típicas como principales debilidades y fortalezas. Luego con el Direct Manager fueron preguntas más específicas de sustentabilidad y técnicas, fue la instancia más "difícil". Y por último con el People Manager fue más una conversación que una entrevista.
Examples of prior experience I have in specific role responsibilities outlined on the job description
They asked me to go through everything I had ever done, including years and dates, starting from when I graduated high school all the way to where I was sitting that day, 15 years later. I found this very odd, since a large part of my work experience was completely irrelevant to the role I had applied for, given that I had previously trained in a completely different field and only chose to retrain as an economist after turning 30. When HR got back to me about a week later to let me know I hadn’t gotten the job, the explanation was that I had shared too much irrelevant information. That was true, I thought — but perhaps PwC should train their managers on how to actually conduct an interview. Asking a candidate with several years of work experience to walk through every single job in detail inevitably results in a lot of irrelevant information, which could easily have been avoided if they had known what questions to ask.
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