Got the interview through a recruiter who couldn't find out much bout the job responsibilities or priorities of the department, but She speaks very highly about the company for obvious reasons.
Three half and hour in-person interviews, one each with a Hiring Manager, Team Lead and HR personnel.
All the interviews had the same Behavioral format - Situation, Action and Result, which is only good for HR interview. I am not sure why the functional folks gets to follow the same - HR interview format, since its not at all effective in-terms of getting the information out of the interviewee about their experience, personality or ability to do the job etc.
Each interview lasted 30 min during which they asked 4-5 behavioral questions which took away almost 90% of the time and as such not much time left to ask questions or get to know about the role/team/personality/people/company/culture etc.
Example of questions: Please answer in a format (Situation - Action - Result)
A most difficult situation: When you persuade someone in your team:Had to worked with a very little information: Came across something unexpected: Took corrective actions etc...
Overall all very bookish / schoolish method of interviewing, which may only work for campus recruitment and not for experienced hire which concludes that company only hires fresh graduates of students.
GM HR - please update your interview format starting with the question format to - STARL (Situation, Task, Action, Result and Learning) and let the hiring team decide their own question - if they know what they are looking for of course.
