Questions d'entretiens chez London & Partners | Glassdoor.fr

Questions d'entretiens chez London & Partners

Entretiens chez London & Partners

6 Avis sur les entretiens

Expérience

Expérience
33%
0%
67%

Obtenir un entretien

Obtenir un entretien
83%
17%

Difficulté

2,8
Moyenne

Difficulté

Difficile
Moyenne
Facile

Entretiens pour les meilleurs postes chez London & Partners

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  1. Utile (2)  

    Entretien de Media Executive

    Candidat à l'entretien anonyme - Lon, MO (États-Unis)
    Offres d'embauche déclinées
    Expérience positive
    Difficulté moyenne

    Candidature

    J'ai postulé en ligne. Le processus a pris +2 semaines. J'ai passé un entretien à London & Partners (Lon, MO (États-Unis)) en janvier 2019.

    Entretien

    Applied over Christmas break and got a response early Jan. Had a phone interview that lasted under 10 minutes soon after and then an hour long face-to-face interview 24 hours later, chatted with line manager and team manager. Didn’t hear anything for two weeks and then they sent a small task. I sent the task responses to them the next day and within 24 hours of receiving my responses they called to offer me the role. I had already received an offer from another company better suiting my career aspirations so declined. I sincerely hope to work for L&P some day as the company and people sound great.

    Questions d'entretien d'embauche


  2.  

    Offre d'embauche acceptée
    Expérience positive
    Entretien facile

    Candidature

    J'ai postulé en ligne. Le processus a pris une semaine. J'ai passé un entretien à London & Partners.

    Entretien

    It was easy , i got approached by a recruiter and did one interview and then i was asked to come back and did a presentation on one of the websites that they managed which was fine

    Questions d'entretien d'embauche

  3.  

    Entretien de Finance Assistant

    Candidat à l'entretien anonyme - Londres, Angleterre (Royaume-Uni)
    Aucune offre d'embauche
    Expérience négative
    Difficulté moyenne

    Candidature

    J'ai postulé en ligne. Le processus a pris une semaine. J'ai passé un entretien à London & Partners (Londres, Angleterre (Royaume-Uni)).

    Entretien

    20 minute Technical exercise which was poorly designed with unclear questions. Followed by an interview with 3 staff. The responsibilities of the role was not as detailed in the job description and questions asked about the role were not in line with what was advertised

    Questions d'entretien d'embauche


  4.  

    Entretien de Senior Digital Analyst

    Candidat à l'entretien anonyme - Londres, Angleterre (Royaume-Uni)
    Aucune offre d'embauche
    Expérience négative
    Difficulté moyenne

    Candidature

    J'ai postulé en ligne. Le processus a pris 2 semaines. J'ai passé un entretien à London & Partners (Londres, Angleterre (Royaume-Uni)) en décembre 2017.

    Entretien

    I had an initial phone interview followed by an in-person interview with three staff members, during which I had to give a presentation on analytics findings and recommendations. I spent a good few hours preparing this in my spare time before.

    The following Monday HR called me - they gave me positive feedback only and said I was preferred candidate, and that the final stage was to complete an online personality test. I did this the next day. HR then called me to say the results were ‘inconsistent’ (despite a message at beginning of test saying there are no right or wrong answers). If my results were inconsistent it was because I found the choices ridiculously simplistic and binary. As an analytical person, I think about context, and personality traits render themselves differently in different situations.

    Anyway, they asked me to complete it again which I did. The following day they sent me a fairly generic email saying my application was unsuccessful with no mention of these tests. After pressing them for more feedback, I got a polite email from another more senior HR person providing more detail, but once again avoiding any explicit mention of the personality test.

    So it seems to me that the HR dept wants to avoid any discussion on the validity of these tests or having to defend them. Which suggests that this HR dept has no capacity or willingness to evaluate its own recruitment methodologies, at least with respect to these tests.

    Furthermore - given the weight L&P apparently put on these psychometric tests – the fairer approach would be to get candidates to complete the psychometric tests before inviting them to face-to-face interview, with all the presentation and analysis that requires. This would save time for both candidates and interviewers.

    So advice to other candidates is to either avoid this company altogether, or to insist on being given personality test ahead of any interview – this way you can avoid wasting your time preparing presentations and analyses. The company received free analysis and recommendations from me, which they apparently liked a lot.

    Interesting that as of January 2018, the only other interview review on here is for the same position, posted 9 months earlier - also negative. Not sure what to read into that!

    Questions d'entretien d'embauche

    • The interview questions were all appropriate for the position. I was impressed with the focus of the hiring manager and his colleagues.

      The issue for me was the non-transparent HR dept trying to add value wasting candidates' time with simplistic psychometric personality tests, which overrule interview outcomes - AVOID interviewing with this company.   Répondre à cette question

    Réponse de London & Partners

    26 janv. 2018 – Acting Chief Executive

    Thank you for your review. We are sorry to hear you had an unpleasant experience with London & Partners. Please know that this would never be our intention. While we are happy to discuss your experience further on Glassdoor, you are welcome to engage with us directly as it would be a more meaningful process for us both.

    Like most other companies in the industry, London & Partners uses psychometric tests in recruitment to help gain a better overall evaluation of an applicant, as behavioural traits and working style are often difficult to assess during an interview. In our recruitment process, we normally use psychometric tests before final interview to give us a chance to discuss the results with the candidate. In this case, although you successfully met the task based element of the selection process very well, following your interview, we had concerns about your fit into the company and team, so we decided, unusually for us, to use an occupational personality questionnaire after your interview.

    Validity and Reliability of the OPQ32
    We understand that you had some concerns about the validity of the Occupational Personality Questionnaire. The current version of the questionnaire, the OPQ32 is placed “at the top of the first rank of personality tests, especially those used in occupational settings” by The British Psychological Society. Extensive research has been conducted on the reliability and validity of the OPQ32, the 2 main criteria for a psychometric test. This warrants its current use in over 10,000 organizations in 110 countries and 40 industries.

    Please see these links for further research on this topic, including the forced-choice binary format mentioned in your comment: http://www.swissassessment.ch/files/british_psychological_society.pdf
    https://clevercontrol.com/trust-opq-questionnaire/
    https://www.cebglobal.com/content/dam/cebglobal/us/EN/regions/uk/tm/pdfs/White%20Paper/occupational-personality-quesionnaire-white-paper-uk.pdf

    Inconsistency of your first results
    The consistency scale of the OPQ is an indication of how dependably you have responded to items that are effectively asking the same thing. Inconsistent results can occur for a variety of reasons including:
    - Difficulty understanding the questions, or being distracted by other factors
    - Attempting to portray a socially desirable image
    - Answering the questionnaire randomly
    Where results are deemed inconsistent, they are deemed unusable.

    Second result and rejection for the role of Senior Digital Analyst:
    We spoke with you to discuss these results, as we wanted to find out whether there were any potential reasons for this result. Please note that this is not a discussion of the “right or wrong personality”, but rather that the results are uninterpretable. You agreed to complete the test again. The consistency of the OPQ the second time around was high. An extensive report of your results confirmed our initial concerns about personality fit, and more importantly strengthened by your approach to the process and reaction going through it. Based on these doubts, confirmed by the above concerns with approach to tests and results from them, we decided not to move ahead with the offer.

    We are really sorry that this has left you feeling so upset and that you needed to use an external platform to express it. We appreciate that rejection after interview is always difficult and this will make us go back to our process and think again about how we do this, so that future applicants aren’t left feeling the same way that you do.


  5. Utile (3)  

    Entretien de Senior Digital Analyst

    Candidat à l'entretien anonyme - Londres, Angleterre (Royaume-Uni)
    Aucune offre d'embauche
    Expérience négative
    Entretien dificile

    Candidature

    J'ai postulé via un recruteur. Le processus a pris 5 jours. J'ai passé un entretien à London & Partners (Londres, Angleterre (Royaume-Uni)) en février 2017.

    Entretien

    To the acting CEO of L&P.
    I wanted to bring into your attention about the extremely poor interview process that i had to go through at L&P. I was asked to prepare an executive summary on a huge deck of slides and present my thoughts on a telephonic interview. I worked day and night on this deck over the weekend and worked really hard on the exec summary. On the day of the telephonic interview, I waited for the phone call of the hiring manager which had to happen at 10 am. I also took a day off for this interview as I was extremely keen on joining L&P for this amazing position which matched my skills and experiences really well. At 10:10 am, I got 2 voice messages on my phone back to back from the hiring manager saying that he tried to call me, once at 10:03 am and the other at 10:06 am and that he would speak to the recruitment firm to re-schedule the interview because he couldnt get through to me. It turned out that there was a problem with the phone signals at that very moment where the call couldn't reach me. I do not know whether it was my mobile phone signals or the hiring managers which was at a fault. I received many calls in the morning on my phone. But that's all besides the point.
    On receiving the voice message of the hiring manager, I called the hiring manager instantly at 10:13 am so that he could take my interview, but he did not pick up, understandably he must have been occupied with his day to day work. I then called up the recruitment firm who had recommended me to L&P to tell them what had happened. In the afternoon, I was informed that L&P would not be considering a telephonic interview with me on the basis that the exec summary i had provided was not up to mark. The feedback was that the summary did not have any charts or graphs/visualisation. The brief I was given had no mention of this, no mention of the word limit. It just said to provide an exec summary, which I did based on my experiences of writing exec summaries. I had written 2 pages of pointers separately to go through which were not covered in the exec summary and had kept them on me for the telephonic interview chat i was to have with the manager. I was not even given the opportunity to attend the interview and was rejected simply on the basis of my exec summary (for which i was not briefed on properly) by L&P. I can assure you, that the exec summary was very good despite no proper brief given to me. I have been a part of numerous organisations in the past where this is exactly the format i have followed for senior stakeholders. I can also assure you that the pointers I had noted separately were superb in terms of the recommendations I had to provide. That whole deck was a piece of cake for me to interpret and the hiring manager didn't even bother listening to me. I was shortlisted based on my CV, told to attend an interview, told to go through the slides over the weekend, and then turned down without even an interview.
    This is shocking behaviour from a company as prestigious as L&P. I am glad I am not a part of it as it simply shows the unprofessional attitudes and behaviours of people working in this company. I'd rather work for a company that values it's employees and treats humans as humans and gives everyone a fair chance. Rejecting without even speaking to me over the phone to know where I was coming from is unbelievable and simply pathetic.
    I sincerely hope you take note of these practices at L&P to improve the reputation of the business.


  6.  

    Entretien de Anonymous

    Candidat à l'entretien anonyme - Southwark, Angleterre (Royaume-Uni)
    Aucune offre d'embauche
    Expérience négative
    Entretien facile

    Candidature

    J'ai postulé en ligne. J'ai passé un entretien à London & Partners (Southwark, Angleterre (Royaume-Uni)) en juillet 2019.

    Entretien

    I was sent an email and then invited to interview. It, however, felt they had already decided on candidates and were doing the interview for formality. When I asked for feedback as they suggested i could. I didn't hear anything back

    Questions d'entretien d'embauche


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