Questions entretien Inventory Control Manager chez HD Supply | Glassdoor.fr

Questions entretien Inventory Control Manager chez HD Supply

Entretiens chez HD Supply

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Entretien de Inventory Control Manager

Candidat à l'entretien anonyme
Offres d'embauche déclinées
Expérience positive
Difficulté moyenne

Entretien

Started with email exchange with recruiter on qualifications and job expectations. First interview with recruiter that was free form and very engaging. Recruiter was down to earth and provided good answers. Second phone interview was with hiring manager and contained both structured and free form questions.

Questions d'entretien d'embauche

Autres avis d'entretien pour HD Supply

  1. Utile (20)  

    Entretien de Inventory Control Manager

    Employé anonyme - Corinth, TX (États-Unis)
    Offre d'embauche acceptée
    Expérience positive
    Entretien dificile

    Candidature

    J'ai postulé via une autre source. Le processus a pris +2 semaines. J'ai passé un entretien à HD Supply (Corinth, TX (États-Unis)) en octobre 2008.

    Entretien

    Pre Employment Screening

    The initial pre-employment screening consisted of a telephone conversation with an HR recruiter employed by the hiring company. The interview lasted approximately 45 minutes and consisted of a variety of questions. Questions and information covered included multiple topics such as current employer, current job duties, future goals, why/if I desired to leave the current employer, a description of the position for which I was interviewed, how I believed that my experience, skills, education, and future aspirations fit within that description, if I would consider relocation, to what areas I would like to relocate, and those that I didn't. Also included in the initial pre-screening were topics such as HD Supply's hiring practices, a background on the business overall and the specific line of business for which I was being interviewed, and general information along those lines. Management styles under which I was comfortable working were also discussed in depth.

    At no time did I feel pressured, and I was assured that there were no correct or incorrect answers or responses to the topics discussed. Throughout the entire conversation, the HR Recruiter I was speaking with attempted to gather if, in his mind, I would fit well into the company culture. I was made to understand that a "culture fit" was paramount in the applicant to whom an offer of employment was made. I was informed that the position had been open for a long while and though other candidates had been interviewed, none seemed to have the experience, product knowledge, attitude, and also fit well into the established company culture.

    Approximately two hours after I was pre-screened, the same recruiter called back and said that he would like to set up an interview with the hiring manager. I was informed that this would be another telephone interview as it was more convenient due to the hiring manager traveling more often than not. Due to the hiring managers travels, he would be available three days from the initial contact.

    First Interview

    The first interview was long and it didn't help that I was nervous. The interviewing manager introduced himself and told me his position in the company. He described what his responsibilities included and then asked if I had any questions regarding the position for which I was being interviewed. I told him that the HR recruiter that I had spoken with had answered all of the questions that I had thought of at that point. He was very casual and truthfully, the interview really didn't feel much like an interview. It was more like two friends chatting.

    We briefly discussed my current job, duties, experience, anything I had done in my current position which may be considered outside of my "scope" of duties. I told him that I had designed and distributed various tools to assist others in the same position I was in. The tools I told him were to increase the efficiency and ease of use of the current company’s inventory system. He seemed to like the fact that I had taken it upon myself to make these enhanced tools which provided an array of information for others to use.

    He and I also talked about what I would like to do in the future; all conversation was still very casual. He questioned me about the style of management under which I was comfortable working, the same question the initial screening person had asked me about. We ran a high level overview of my experience and education.

    After asking my questions and receiving answers, he thanked me for my time and told me that the recruiter would be in touch.

    Second Interview

    The recruiter called shortly after my first interview and told me that the hiring manager had requested that I come in to the office for another interview. I agreed and set up a time about a week from that date.

    The second interview seemed like a panel interview and again, I was nervous. I was introduced to the manager with whom I had spoken on the previous interview and to the VP of sales for the region. Both were extremely friendly and open about the company and all of the duties of the position. The materials covered here were essentially the same as had previously been discussed, but slightly more in depth.

    Third Interview

    Three days later, I was contacted again by the recruiter and told that he would like to set up a third interview. On the day of the interview, I showed up about ten minutes early and waited in the front office as the receptionist informed the managers that I was waiting.

    This interview was over lunch with the previous two managers that had interviewed me. They mainly just listened while the new manager asked routine questions and provided a more in-depth description of the position.

    Questions d'entretien d'embauche

    • What are your strengths and weaknesses?   1 réponse
    • If you were to be selected for the position, what strengths would you bring?
      (In essence, why should we hire you.)   1 réponse

    Négociation

    Negotiations

    I was able to negotiate on salary, vacation, and the 401k benefit. I was successful in negotiating my salary close to the range that I was looking for which was acceptable.

    As they were not able to provide the exact salary I was requesting, I was provided an additional week of vacation which was a nice perk as Thanksgiving and Christmas were approaching.

    Advice

    DO YOUR RESEARCH!
    DO YOUR RESEARCH!!
    DO YOUR RESEARCH!!!

    This is true of any company really, but the first bit of advice I would offer is DO YOUR RESEARCH.

    One of the points that impressed the managers who interviewed me, is that I was familiar with the company and the industry. It also helps to research the particular position you are being hired for so you are familiar with the duties that may be involved. Researching the position for which you are interviewed is also very necessary when it comes to salary.

    ASK QUESTIONS

    Come up with something to ask on your first interview. This is a MUST!!!

    An interviewer wants to see how enthusiastic you are about working for the company. It also helps them to understand what kind of employee you might be. This is your chance to show them you are a competent, knowledgeable, and prepared interviewee and they expect those traits to be evident during your employment as well.

    DON'T BE UNREASONABLE

    No interviewee can afford to be unreasonable in their expectations of job requirements, duties, salary, or benefits. Before going to an interview, the potential employee should be absolutely certain of their requirements and be familiar with the industry and position so that their requirements are realistic. There is no larger turn-off to an employer than a potential interviewee demanding too much money or unreasonable benefits.

    BE HONEST

    Don't lie to your interviewer or on your resume! The hiring company WILL find out.

    After becoming a manager, I have had the opportunity to interview quite a few people. I have found during the past employment history verification or reference check several candidates who have simply been untrue in stating their previous position and/or duties.

    Also, most people who are involved in interviewing tend to have a good sense about candidates who may be stretching the truth or simply stating things that aren't true.

    MAKE SURE YOU KNOW YOUR STRENGTHS AND WEAKNESSES

    This is a common interview question. Make sure you prepare for it in advance. It's almost impossible to think of an answer to this question on the spot.

    It helps quite a bit to talk to your friends/current co-workers who have spent time around you. Tell them what your goal is, and ask them to be honest about your strengths and weaknesses. Often times, others can provide you with a picture that is much more clear than what you see in yourself.


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