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Worst process to get into project in nagarro.
First go through the internal project interview then client interview if not selected then again tons of interview.Why they people take interviews at the time of hiring.
I am feeling depressed now.
In this tough time where companies are firing their employees, i am not having any project due to this pissed process in nagarro.
Joined on 1sep 2022.One more interesting fact giving interview in zs associate account(contractor) I never want to work as permanent.
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This is why I secretly avoid 1:1s with my manager!
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Being direct and asking tuff questions can be viewed as challenging (lord knows showing brains as it might be intimidating now days!!) maybe tread carefully going about what and how you ask….
I find it best to “frame” to soften and ease into the questions, like storytelling to support your curiosity… here’s some questions you might find helpful?
Can you tell me a time when you embraced an initiative from a mbr of your team… what was the outcome? (Be careful how you frame this… strong initiative needs an open mindset Mgr who embraces strategic thinking)
How many of your direct reports have you developed/ coached into promotions and how did you go about it (do they embrace and promote others ideas)?
What are your teams biggest frustrations/challenges? What steps do you have in place to support them to overcome (how receptive are they to solutions/brainstorming/collaboration)?
How will I be measured and what would you expect to be congratulating me on after my first six months (what are expectations/do they have any?)
I find these useful for red flags, just be humble when asking … good luck and hope this helps
There are helpful things to ask, but even with that, you never really know until you get into the place. I like to ask about how feedback is given, how long people have been in their roles, usually gives some kind of feeling of how it works around there. Also always be listening for red flags!
I’m currently on a severance from toxic leadership that pushed me out of my career when I had a medical condition that I had to take a leave of absence for. I have been looking at like jobs but hesitant the same because I think “toxic managers” are typical in a sales industry. Intersted in hearing advice to this question too.
I wouldn't consider it risky to ask direct questions. If you're going to be working in an organization, you should be interested in knowing how things operate. And you'll probably come off better for being curious about those things. Of course, you should be polite when asking the questions. If you're any kind of sales person you can find a graceful way to handle that conversation.
Well it is sales and usually there is only one metric that counts attainment towards quota but its not only safe to ask but probably expected to ask in interviews things about your goals ramp up training performance measurements and any . Some places expect 50 calls a day better to find out up front. Also use the online boards to find out comments from current employees in that position while not 00% reliable will show trends for the position company.
There is nothing wrong or risky about asking about the company culture; in particular ask if the company has an established set of core values. You can also do your own research and see if they have a Chief People Officer on their executive team. If they don’t, employee engagement and retention isn’t a top priority. I find that more and more candidates ask about this now and it always impresses me and sets them apart. I’m on the other side of the coin, whereas I make it my top priority not to hire toxic people that don’t function well in a team and lower morale by gossiping and complaining. I would rather hire someone with less experience that has a great attitude and is easily adaptable to change, over someone that may seem more qualified on paper with a megaphone attitude and superiority complex. Skills can be taught, changing someone’s personality is impossible.
*negative attitude