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People & Culture Generalist
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Candidates data
Name
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Last name
*
E-mail
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CV
*
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LinkedIn
Availability
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Financial expectations
*
Are there any questions you'd like to ask regarding the role, responsibilities or the company?
Additional questions
What is your current level of Polish proficiency? (This role requires a minimum of B2 (Upper-Intermediate) according to the Common European Framework of Reference for Languages (CEFR))
*
Advanced
Intermediate
Pre-Intermediate
Upper-Intermediate
What is your current level of English proficiency? (This role requires a minimum of B2 (Upper-Intermediate) according to the Common European Framework of Reference for Languages (CEFR))
*
Advanced
Intermediate
Pre-Intermediate
Upper-Intermediate
During an exit interview, an employee shares that they're leaving partly because of how a manager treats the team - something you hadn't heard before. How do you handle it?
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Address it directly with the manager yourself, right away.
Thank them for the honesty, document it, and raise the pattern with the manager's own leader.
Keep it confidential as an exit interview and only act if it comes up again from someone else.
Ask a few more questions to understand if this is a one-off or a recurring issue before deciding what to do.
One of the leaders asks you to help them manage an employee they find "difficult," but when you look into it, the performance issues seem minor and mostly about personality clash rather than actual output. What do you do?
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Support the manager's request since they know their team best.
Document the manager's concerns and let a more senior leader decide.
Push back and suggest coaching the manager on how to work with different styles first.
Investigate further by talking to the employee and other team members before forming a view.
A new hire tells you, off the record, that they're already unhappy in the role just two weeks in - but they don't want their manager to know yet. How do you respond?
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Raise it anonymously with the manager as general feedback on onboarding.
Respect their wish for confidentiality and just check in with them again in a few weeks.
Encourage them to talk to their manager directly and offer to help facilitate that conversation.
Tell them you can't promise confidentiality if it affects their manager's ability to support them.
You've promised a hiring manager that a role will be filled by a certain date, but the candidate pipeline is weaker than expected. The date is approaching. What do you do?
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Ask the hiring manager if the role requirements can flex to widen the pool.
Push forward with the strongest candidate available, even if they're not perfect.
Reopen sourcing more broadly and put in extra hours to catch up before the deadline.
Extend the search and tell the hiring manager honestly that the timeline needs to move.
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<a href="https://docs.google.com/document/d/1Sxr0rXvsbJ4rYLSia3nU6ZPz_Gx1WOMOjJamSfLiosI/edit?tab=t.0" target="_blank">Information for the candidate in the recruitment process.</a>
I also consent to the processing of my personal data by Infermedica Sp. z o.o. for the purpose of future recruitment processes, in accordance with the General Data Protection Regulation (GDPR).
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I hereby consent to the processing of my personal data by Infermedica Sp. z o.o. for the purpose of conducting the recruitment process for the position I am applying for, in accordance with the General Data Protection Regulation (GDPR).
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ID: 41
