Score Key: - Great -Good -Fair -Poor -Very Problematic Overall Score: Poor/ Very Problematic . . . Initial Screening Score: Fair Applied online, received a call from an HR representative to schedule a preliminary phone interview. The day of the phone interview, she called to reschedule for another day. Once rescheduled, the initial screening went smoothly. Fielded general screening questions ( questions about background, skills application, interested in labor rights). The HR rep explained the dynamics of the position; training is offered within the first few months of on-boarding, you're assigned a "home" chapter but ultimately LRR's have at minimum 18-30 assigned chapters to manage. There is a huge disparity between the number of LRR's and the amount of assigned chapters they have to keep up with. After allowing me to ask a few followup questions, the HR rep discussed the second interview process. There would be 5 panelists, 1 skills & writing test, and it would last about 2 hours. When I inquired about the skills and writing exercises, she said "there's no way to prepare for it". Aside from the rescheduled call which foreshadowed a lack of respect for interviewees' time, and general non-committal nature, the initial screening was an average experience but definitely revealed troubling work management practices. Second Interview Score: Very Problematic The second interview was the most disturbing and ridiculous interview I've encountered. For Los Angeles based LRR's your interview is held in their largest chapter and testing facility in Rancho Cucamonga. Immediately walking into the office, I was half-heartedly greeted by a seemingly stressed receptionist who radiated a " I could care less about you, or any other interviewee that walks through here" demeanor. I waited for roughly 20 minutes before being led to the interview room. My interviewers consisted of 1 admin assistant, 3 upper management officials, and 1 local chapter president. Here are the highlights: - As they each introduced themselves in extensive detail, one women who was serving in an upper management position and had been with the organization for approximately 20 years, made it a point to gloat about how many of her underlings " hadn't been born when I started with CSEA". This was a useless piece of information, that struck me as vain and served nothing but to stroke her own ego in the middle of an interview. - They asked me exactly 2 questions ; "Tell us about your background" and "What do you know about CSEA?". I was then shuffled to the testing room. - The writing test consisted of a mock scenario, in which a landlord and her renter struggle to agree on solution for taking care of the lawn. You, acting as the mediator, summarize the case and offer a potential solution in no more than 2 pages. - There were 10 arithmetic questions based on the mock case above to be completed after the writing sample. - The last test consists of "A day in the life of an LRR" type exercise in which you are given 40 minutes to sort through mock emails/ texts/ voicemails (printed out), arrange your schedule by numbering each according to it's priority, and then provide a detailed explanation of each decision. This exercise solidified my understanding of CSEA and it's treatment of LRR's, to which they wholeheartedly accepted ; you're going to be overworked, bombarded with too many cases and chapters to manage, always on-call, and unable to ask for help as there are too few LRR's to share the work with. - The interview ended WITHOUT any opportunity for me to ask questions. Take-aways: - High turn over rate - Disproportionate LRR to Chapter assignment - Always on-call ( Must respond to work inquires outside of work hours) - Must be in two places at once ( You're expected to attend meetings, leave to attend other conflicting appointments, and then return to chapter meetings and appointments). This is the norm, and you're discouraged from rescheduling appointments. In fact, they rather you not question the concept of being in multiple places at once, and rather you just say you can for the sake of hiring someone to fulfill unrealistic expectations. - Very rigid system of hierarchy ( To upper management, you're disposable - which is grossly ironic for a union based org- but they truly embrace this perspective). - CSEA is seemingly unashamed of their malpractice, and instead revere this system of exploitation. -Imbedded in this hierarchy is a severe ageist attitude; if you’re under 35 you essentially have nothing to offer but your time. Keep your thoughts, critiques and ideas for improvement to yourself- there’re really not welcome here, I should know. Overall, I gleaned from the interview process that CSEA is a poor excuse for a union.