Parloa

Vorstellungsgespräche

Verbesserungsvorschläge

Have an exact overview about benefit details as the whole package might be important for new joiners.

Bewerbungsfragen

Verbesserungsvorschläge

I applied for a position and was promptly invited to an initial interview with a recruiter. The interview was relatively superficial and quick, with a positive outlook for the next interview with the hiring manager.

From here on, things went downhill. The appearance of the Hiring Manager for the position was very dubious. She told me unasked about her hobbies, such as that she likes to pick mushrooms and fish in the forest, and barely touched on important aspects of the position. The interview was short, her appearance was uninterested and she was very superficial about the questions she asked me. It even happened that she paused the video call in the middle of the conversation to go to the door and pick up her Amazon package. Another interruption was due to her cat. For me, the job was over, but as I was already on the call, I asked her some more in-depth questions about the job and here I got confirmation that the whole process was chaotic and sloppy on the part of the company and the management. Overall, from the question of what she was looking for in a new employee, I got the impression that there was a desire for a new employee to come in and work like - plug and play - without training and exceed goals so that management could sit back and just relax. This was not the type of employee I would expect in a management position. In that respect, it was a total failure. Unsurprisingly, there was no message or other reaction from the company. I was ghosted classically for sloppy start-ups. 

I don't know what the whole thing was supposed to achieve or what the goal was. From my experience, I can only advise every applicant to concentrate on established companies. I know the start-ups from a professional perspective and they are predestined for headaches.

I would like to point out another issue, such as data protection. It is often the case that application documents end up in the hands of people who are not familiar with German regulations and procedures and do not give them priority compared to locals.

In my opinion it's not worth to invest a lot of time and effort in them. They portray an image that is completely far removed from reality. But as already mentioned, these are all common practices — just a side note to think about. If there are any doubts as to whether this experience is true, I would be happy to provide evidence :)

Verbesserungsvorschläge

Professionelles Recruiting die die Stellenanforderungen kennen und nicht nur vom Blatt ablesen. Der ganze Auftritt hat bei mir keinen seriösen Eindruck des Unternehmens hinlassen. Zudem sind die Gehaltsvorstellungen im Vergleich zu den Anforderungen an den Bewerber nicht realistisch.

Verbesserungsvorschläge

Ihr braucht mal ein Recruiting Kurs. Einer Person nach einem Interview keinerlei Antwort zu geben und selbst bei Nachfrage nicht zu antworten ist schon bitter.
Viel Glück! Werdet ihr brauchen bei der unterirdischen Qualität.

Verbesserungsvorschläge

Think about how much effort people have to put into the recruiting process to be then told - after actively asking after a 2+ weeks wait - that you've chosen someone else. That's totally fine but applicants have a life that moves forward and people need to know on time where they stand.