Candidate/Customer Obsession & Inclusion Questions
Demonstrate your commitment to excellent candidate experience: providing timely feedback, transparent communication about the hiring process, respectful rejection, accessibility accommodations, and truly listening to candidate concerns. Provide examples of how you've prioritized candidate experience, even when it added complexity or slowed the process. Show you understand that candidates are judging your company and that poor experience damages your employer brand and employee referrals.
MediumBehavioral
0 practiced
Describe a time when you listened to a candidate's concern and changed a process as a result. What was the concern, how did you validate it with data, what changes did you make, and how did you measure whether the change improved candidate experience?
HardSystem Design
0 practiced
Design a Candidate Experience Analytics Platform that ingests events from ATS, calendar systems, email, interview recordings, and post-offer surveys for 100k applicants/month. Requirements: near real-time dashboards, SLA breach alerts (feedback > 5 days), role-based access, GDPR compliance, and support for root-cause investigation and anomaly detection. Provide a high-level architecture, data model choices, streaming vs batch decisions, storage, and how you would enable audits and data retention policies.
EasyTechnical
0 practiced
Explain Net Promoter Score (NPS) as applied to candidate experience. Describe how to compute NPS from post-interview survey responses on a 0-10 scale, how to interpret values (positive/negative), and three concrete actions you would recommend if a team's candidate NPS is -10 over the last quarter.
HardTechnical
0 practiced
How can differential privacy be used to share aggregated candidate feedback and metrics with stakeholders while protecting individual candidates? Provide the mathematical intuition of the Laplace or Gaussian mechanism, explain epsilon (privacy budget), composition effects, and practical considerations such as choosing epsilon, noise calibration, and toolkits you might use.
EasyTechnical
0 practiced
List and prioritize five concrete changes to interview scheduling to make the process more inclusive for candidates with disabilities and for those in different timezones. For each change, provide a short implementation plan and one metric you would track to measure improvement.
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