The initial interview consisted of a 30 minute Zoom interview with Talent Acquisition, which was great! This was followed by a Bryq assessment, and then an interview with the Hiring Manager, which would have been preceded by an interview with a teammate, Executive, and two business cases. The Hiring Manager interview lasted approximately 30 minutes. I was not asked any job-specific questions to determine my skill set or ability to perform in the role other than how I managed projects on a daily basis. The interview was based heavily around the results of the Bryq assessment, which according to the test results, I scored really well on all sections except one. I was heavily questioned about the one section that I didn’t perform well in and was honest in that I had to guess the answer for that section being that the assessment was timed and had only a few seconds to answer each question. I was not offered the opportunity to proceed further after the Hiring Manager interview and have to assume that it was due to the results of the Bryq assessment, which the actual assessment recommended this specific Project Manager role as being a great fit for my assessment results. I would be awesome if companies respected candidates time more and not schedule an additional interview if they have already determined that the candidate does not meet their Bryq test requirements. I am certain that I would have performed well in the role as I had great industry experience with a 90% role match. The Bryq assessment is outdated and has extremely poor candidate reviews. It might be worth it to invest in better ways to measure candidacy ability to perform the role as well as providing a structured interview guideline for the interviewer in order to access the candidates ability to perform the role.
