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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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Can we revoke our resignation back in TCS even though the manager doesnt give a shitt about your work or your resignation? What if manager wants you to throw out of the firm and tells HR not to let me come back. Have some major personal issues due to which not able to join the firm and need to revoke the resignation(marriage issues divorce child custody issues).Tata Consultancy
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What do you do in Accenture’s CDP program?
our recruitment sucks.... I referred a person 6 months ago when there was this "urgency" to hire for our group and HR contacted them 2 months ago. LoL
Wish I had transparency into if it was because I a m not a good fit or if they are just being slow…
Our recruiting does not suck. It varies from one organization to another. We have a lot of applicants which slows the process. After your submission, it is reviewed and gets on a list for the recruiter to contact. If you move forward you will be given a behavior assessment, followed by technical interviews and a closing interview. If it has been more than 2 weeks since you applied, have your referral contact the recruiter.
Not at ACN, but at firms like this I would say they contact pretty quickly. Once you get past the two week mark they may have passed or that hiring need isn’t urgent so not prioritized. Keep a pulse on it / don’t get discouraged. I applied to D years ago didn’t hear back, reapplied to same job 3 months later and they called me that afternoon. Too many floating variables.