Fragen in Vorstellungsgesprächen bei Shareworks by Morgan Stanley für Client Services Manager |

Fragen in Vorstellungsgesprächen bei Shareworks by Morgan Stanley für Client Services Manager

Vorstellungsgespräche bei Shareworks by Morgan Stanley

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Client Services Manager-Vorstellungsgespräch

Anonymer Bewerber im Vorstellungsgespräch in Salt Lake City, UT (Vereinigte Staaten von Amerika)
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Neutrale Erfahrung
Durchschnittl. Gespräch


Ich habe mich über eine Vermittlungsagentur beworben. Der Vorgang dauerte mehr als 4 Wochen. Vorstellungsgespräch absolviert im April 2018 bei Shareworks by Morgan Stanley (Salt Lake City, UT (Vereinigte Staaten von Amerika)).


Do not expect this to be a fast process, a self-managed, or self-propelling. It will go from Hot to Cold in seconds. It will require constant follow-up, and be more time intensive than the average candidate experience.

You will walk away from it feeling much like you would if you were the Customer Success Manager for a multinational banking institution - and most likely with the same thing to show for it as you had walking into the experience.

The initial interview process went quickly and reasonably smoothly. It was what happened in and after the second interview that gave rise to concerns. When you tell a candidate you are moving them on to the final interview, then come back two weeks later with a hard “no” citing reasons you had two weeks prior - not the greatest experience.

From a candidate perspective it gives rise to concerns about the overall operations of the organization.

“Is this the type of thing employees experience on a regular basis?”
“Is this representative of what customers are experiencing? If not, is this a ‘Do as I say, not as I do,’ culture?”
“Is this symptomatic of some of the things cited in feedback provided by existing and previous employees?”
“Are they aware of how this looks and feels to those involved? Do they even care?”
“Should I even consider accepting an offer from other companies with similar candidate and employee feedback as this one?”

There is considerable room for improvement in this process. I suspect the process will improve as the company matures, but right now the candidate experience isn’t the greatest.

Also, consider ditching the outdated PTO policies. If you truly want the best in people and the most from them - you need to give them adequate time to recuperate and enjoy their lives. A three week PTO cap (at full accrual) is a great way to burn out the best of us.

There are ample studies to demonstrate the degree of reciprocity employers get from employees is greater with an Unlimited PTO policy than with accrued and capped PTO structures - even though the average employee will not take full advantage of the Unlimited PTO policy.

Reciprocity is a big gain area for employers; small investments yielding great returns. That’s true Game Theory in action. This is the type of insight you’re letting walk away from you today.

Best wishes.

Fragen im Vorstellungsgespräch

  • Almost all questions were geared toward creating a positive employee and customer experience.

    If you are a student of philosophies like Holocracy and/or Game Theory, you will enjoy the second interview. However, try to convey more curiosity about such things than familiarity.   1 Antwort
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