Se trató de una entrevista grupal con la encargada de RRHH y el jefe de operaciones de Barcelona. Se hicieron preguntas generales como el porqué habíamos aplicado a ese puesto y una pequeña parte de la entrevista en inglés. Después de dar la documentación necesarios concretamos el inicio de dos semanas de formación con el mismo grupo.

Initial Process: The journey began with an online form, followed by a phone call to confirm my understanding of the job’s fundamentals. Interview Day: At the airport, the interview process felt like an assembly line, with a group registration and a corporate video about Swissport. The lack of information on the interview’s length was unexpected, especially since many of us had other commitments i.e. jobs. One-on-One: Post-video, we proceeded to individual interviews. The questions followed the “STAR” method, focusing on communication, conflict resolution, and time-sensitive tasks. Although the interviewer wasn’t fond of this questioning style, I managed to convey my experience adequately if not well. I presume the questions are in some way taylord to the role for which you are applying. Feedback on Swissport’s Approach: My primary critique lies with the application process. Swissport’s focus on the last five years overlooks significant prior experiences. In my case, this meant my CV highlighted only recent childcare leave and my current job, Omitting my extensive background in senior operations management and engineering. Up to them but I feel Swissport might be missing out on talented individuals due to this approach. I'm in the fortunate position that I applied for this job because it suited my personal interests rather than a necessity. I'd be rather more disgruntled at the interview approach if I were desperately in need of work.