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Facebook (Meta) Hey there! I’m interested in applying for the Rotational Product Manager role at Facebook/Meta. I’m currently working as both a Senior CSM and a Product Specialist at a Health-Tech company. Would anyone be willing to offer a referral (I feel weird making this post, but, he we are haha). Happy to chat if needed. Appreciate your help :)
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Does Recruiters even look at job application applied through their company website career page? From past couple of years whenever I have applied on any company career site never received a response back although profile is fit for that role. Even for the same role was offered through a consultancy by one company. What do you think or is it just wasting time applying through company website?Cvent Accenture India Wipro Gartner LifeWorks Capgemini Tata Consultancy
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Why is an SVP asking this question?
Yodeling
Sorry! I mean as the one conducting the interview. Curious if others have behavioral questions or interview processes that have worked well for them.
Tbh, far too long to type here, but if you google and read through some of the articles/results, you'll find interesting ideas - there's a lot of info on how to interview others (and not enough on how to be a good interviewee). As a candidate, I always hate unprepared interviewers who only start reading my resume for the first time during the interview and to buy time/fill the space, ask me the stupid vast open ended question of "tell me about yourself". I always read resume and make notes across items on it + have a list of questions ready. I often start with a variation of "what brings you to us/this position", and then dive more into their background from there and it depends on how it goes organically based on what they say, no specific order. But I also leave 10min at end for them to ask me questions. I do pay attention at the time to keep to schedule. I definitely care of they keep notes and if they came prepared with their own questions.
I have a presentation we did, change some names and numbers and ask the candidate to critique it.
^^^ That sounds brutal
AD1 - it works and it's scalable. the junior candidates find the typos and some of the formatting things. the senior candidates critique the strategy. then there was the candidate who critiqued one of the slides (that i had done) and found a mistake I didn't know i had made. we hired her.
You can tell so much about a person in account from just how put together they look, how calm/confident/comfortable they are talking with you, and the type of questions they ask you. I also love candidates who have the maturity to say "I don't know. But here's how I'd go about finding out" or whatever. You don't have to know everything about everything, you just have to stay collected and use your brain to find a solution.
I guess I'd need to see it and better understand what you're asking the candidate. At first, didn't think they'd have enough background info to critique it on the spot, sounds a tad ambush-y to the candidate, but perhaps what you have put together is manageable/the right level of difficulty.
Are you conducting one or are you being interviewed yourself?
Get your 2-minute "tell me about yourself" speech mastered. Review client projects from the last 10 years so they are all top of mind and no fumbling for details. And plan a powerful outfit, I wear suit and tie, that's my NYC style and I think it's hard to beat. (Make sure your suit is tailored, not like most Americans who wear 3 sizes too big. Think Daniel Craig, 007.)
Consider the personality type that will succeed on your team. Any person that lands in front of you is most likely qualified for the job on paper, so structure your questions to determine how they operate within a team, how they deal with adversity, how flexible they are, etc. Make sure you build in questions to weed out the personality types you don't want. There are lots of resources out there for interview questions. Spend some time filtering through them and build a list of questions you feel will qualify your ideal candidate no matter their level.