Had 2 recruiter calls and then 3 individual 1:1 interviews. Each 1:1 took about 30 min and all were recruiting managers. Each interviewer was managing different recruiting teams and probed into different focus areas: strategy, collaboration, and candidate experience.
Questions d'entretien [1]
Question 1
How do you manage your time? What do you know about interview bias? Have you had a time when you took initiatives? What does candidate experience mean to you?
J'ai postulé en ligne. J'ai passé un entretien chez Meta (Londres, Angleterre)
Entretien
The first interview was a call with a Recruiter going through the typical, experience, performance questions, data and more.
The Second interview was one hour that included two back to back calls with 2 people. They asked 3-4 behavioural questions and follow ups if needed.
I did not hear back feedback for 2 weeks.
Got an offer was was given 24h to make a decision which was a bit pressing.
J'ai postulé via la recommandation d'un employé. Le processus a pris 1 semaine. J'ai passé un entretien chez Meta en oct. 2024
Entretien
This was a recruiter prescreening call for the Sourcer contract role I was referred to at Meta.
With extensive experience in talent acquisition, I felt that my qualifications and commitment to the role were not fully considered.
Having previously worked alongside many recruiters still working at Meta who are familiar with my work ethic and expertise, it was disappointing to encounter this approach.
The recruiter, seemed rushed and emphasized her need to move quickly through her questions. This made the conversation feel transactional rather than engaging, leaving me with the impression that my responses and interest in the role were less valued. A bit more time and openness could significantly enhance the candidate experience, helping candidates feel welcomed and truly considered during the process.
Questions d'entretien [1]
Question 1
Recruiter Prescreen Questions: .
Tell me about yourself and roles you sourced?
How do you identify and engage passive candidates? What tools and techniques do you use (e.g., Boolean, LinkedIn, alternative methods)?
Can you describe a time when you had difficulty finding qualified candidates for a technical role?
How do you utilize data to track your sourcing efforts, and how do you present this data to hiring managers or leadership?
Provide a Boolean Search String?
What tools or databases do you regularly use for sourcing talent?
