J'ai postulé en ligne. Le processus a pris 3 mois. J'ai passé un entretien chez Nielsen (San Francisco, CA) en févr. 2016
Entretien
Phone screener, phone interview with manager, in-person interviews (with five people over two hours), another phone interview with a remote employee... then virtual radio silence.
Despite saying they were on an aggressive schedule to hire, my requests for updates (3 wks and 6 wks after interviewing) were deflected and no revised timeline was offered. I asked if there were any additional questions or if I should submit work samples to help their evaluation, and they didn't even acknowledge it. It was like I was being ghosted -- which might have sat better with me if I'd only gone through the first round or two, but was weird after step four. Finally, six weeks after the in-person, I received a form-letter rejection; they did not respond to a request for feedback on my candidacy.
Questions d'entretien [1]
Question 1
What are some metrics that are more appropriate for use in a syndicated product than one ordered by a particular client?
J'ai passé un entretien chez Nielsen (Vicente López)
Entretien
Primero telefónicamente se comunicaron y tuvimos una charla en inglés. Luego presencial con alguien de rrhh y finalmente con el líder de equipo del proyecto. En los tres casos tuve la reunión en español y en ingles para conocer mi nivel de habla y lisening.
Interview was of three rounds. First round coding and multiple choice based questions. Second round was technical interview and third round was managerial. All the rounds were pretty smooth and the process was quite transparent.
J'ai postulé en ligne. Le processus a pris 1 semaine. J'ai passé un entretien chez Nielsen (Bengaluru) en janv. 2025
Entretien
Hi everyone,
I recently gave the Nielsen Data Scientist test through HireVue. The questions were simple, covering Python, SQL, and aptitude. However, I strongly recommend Nielsen to not to use HireVue for the hiring process. The section-wise timing was uncomfortable and affected overall performance of candidates.
I suggest Nielsen consider using a single timing for the entire test instead of separate timings for sections. This will let candidates show their strengths and weaknesses better, helping to select the best team for higher company performance. By clustering candidates performance, you can create a team of candidates with different expertise, such as one excelling in aptitude, another in ML, and others in statistics. This way, you can build a balanced and highly skilled team.
Nielsen is a great place to work, but improving the test process would make it even better.
Thank you!