The recruitment staff is nice but the entire interview process does not make sense, nor does it follow the company's core culture. I had two phone interviews and one face-to-face "interview". The face-to-face interview went very well but mind you it was with a current advisor, not a member of the "talent acquisition staff". This advisor was great but had absolutely no say in whether I got the job (just relayed answers really). In addition, I did a phone/computer "virtual assessment" where I spoke with fake prospective clients over the phone who worked for a third party recruiting company. The first problem with this assessment was not being able to read the emotions of the people you are speaking with because they are essentially acting. As a financial advisor, it is obvious that you deal with many different types of people, as well as those people's reactions/emotions regarding the subject at hand, and the virtual assessment simply lacks this component. You can't portray your true self while speaking with people who are ultimately speaking/reacting verbatim to what they are supposed to say and do in every single assessment. Secondly, Edward Jones' entire culture revolves around face-to-face interaction and prospecting (door-to-door), so why in the world do they make a hiring decision based on two PHONE interviews, and a virtual assessment where you are not only dealing with fake prospects, but you are not interacting face-to-face what so ever? When it comes down to it, the talent acquisition staff who speak with you for months and actually decide if the applicant gets the job, do not meet the applicant in person once. Meanwhile, the Edward Jones core belief in the field is face-to-face interaction. Interesting.