Domande per conoscersi, motivazionali, per capire l'intenzione e l'interessamento reale alla posizione. Il recruiter era molto disponibile a domande, dubbi, ecc. Peccato l'assenza di possibilità di fare smart, nonostante la mia richiesta.

I was recently invited for a first-round interview, and I must say the overall impression I received was rather negative. This was not so much due to the HR representative—although his demeanor was noticeably unenthusiastic, and she seemed somewhat reluctant to be on the call—but more because of the nature of the interview itself. The questions posed were quite outdated, with a strong emphasis on analytical data and technical skills. When I attempted to steer the conversation toward soft skills, the HR representative consistently redirected the focus back to technical and numerical competencies. While I fully understand that business performance is often measured in numbers, we are now in an era increasingly shaped by AI—capable of performing complex calculations far more efficiently than any human. In this context, I believe it is even more important for companies to view candidates as complete individuals, placing value not only on hard skills but also on interpersonal and emotional intelligence. Unfortunately, the approach taken during this interview seemed to reflect an outdated recruitment model, lacking a more human-centered perspective that many modern organizations are beginning to adopt.