The HR team’s onboarding strategy was evident from the first email touchpoint, moments that matter. We were asked to think about one of the following: the type of people I want to work with, the type of environment I want to work in, or the type of work I would like to do. On the day of the interview, the moments that matter conversation continued. Each of the candidates shared their selection with the group. Next, the group was divided, and my group learned about the future of Dow. We also learned that the questions we discussed were part of the strategy to improve the experience of working at Dow, and how that experience would carry over to the customer. Then, we transitioned into speed interviewing. We had a 5 minute discussion with each interviewer. The next part of the interview involved a scenario where we had the opportunity to spend a “day in the life” at Dow. Essentially, we were observed on how we performed during a case study given to us. The last part of the interview consisted in being partnered up with another candidate and working as a team through the final scenario. The interview concluded at that point. We were told we should hear back within two weeks with one of the following responses. 1. An offer would be extended. 2. A second interview would be scheduled. 3. We will keep your resume on file for future opportunities. 4. Thanks by no thanks.

The interviewees completed a group style interview where they went through 3 different styles of interviews. The first, was a speed-interview where one traveled through 5 different HR personnel and were asked one question at each. The second, was a role-play activity were you met one-on-one with someone from HR and completed a simulation based on a common HR occurrence. And finally, interviewees were partnered up and observed by an HR employee as you completed another simulation. *Interview Process still in progress