It was a very welcoming interview process. I met with a number of the staff and got a tour of the facility. Seems like a great group of people to work with.

Multiple phone screens followed by an in person presentation about yourself. Most of the top of the company listened in. You had to make a power point and present it in the Chicago office.

I had an initial phone screen which went very positively. I then met with a hiring manager and had one of the most positive interviews that I’ve ever experienced. The hiring manager said she was really excited and informed me of the rest of the process. She said the next steps would be scheduled as soon as I completed the personality test. They explained it as if it was just a small formality. I was surprised that they still wanted me to complete the personality test since I’d already met the hiring manger. The recruiter called to follow up and informed me that she would schedule the next step just as soon as I finished the personality test that she was sending out. I did it that evening. I suppose I “failed” the test because I was never contacted by any member of the team ever again. I also see that no other candidates must have “passed” either as it has been over a month and the spot still has not been filled. I am glad that I found a role with another company because I certainly believe that these personality quizzes used to rule candidates out are not only discriminatory towards those with mental health and self esteem issues (just google the amount of lawsuits companies have faced for them) but clearly an aspect of the broken hiring system. I’ve taken many of these personality tests, including the one I received, during hiring procedures before but was never denied a next interview based on my results, especially if my in person interviews went positively. If a candidate’s personality as seen over multiple in person interviews seem like a good fit, why use this online personality test alone to determine if this person is a good or bad worker? This is especially true when the questions are as ambiguous as “how do you think people expect you to act?” I suggest changing your hiring processes to look at more than just personality quiz results or you’re going to miss out on a lot of qualified candidates and possibly face lawsuits in the future.