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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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Hey everyone! Lets start by giving your A/S/L.
Need 11likes for dm please
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I have recently joined EY SaT group as senior consultant recently in Netherlands. I’m tripple masters in MS economics, MBA and MS business analytics. Have 4 YOE in different industries but no M&A experience specifically. Any ideas what company should be offering me? I’ll be working as expert on commercial due diligence, FDD and valuation teams and doing automation alongside. is it wise to demand higher salary or promotion soon after I have proven that I can work and do it better than most?EY
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Had the same issue, worked with a few recruiters and some sent me jobs that led to introduction calls and some just never responded at all. Eventually found a job by myself. In total it took me about a month and a half from when I started looking to when I accepted my new job
As someone on the other side now…there are a lot of internal processes to manage with recruiting. Someone who’s supposed to transfer to another department doesn’t. Or they do but the timeline keeps shifting. Ghosting is always wrong and I work very hard to make sure to give candidates timelines and reach out when I say I will…but lining everything up is just as frustrating when you’re the one hiring