J'ai postulé via un recruteur. Le processus a pris 4 semaines. J'ai passé un entretien chez Nielsen
Entretien
I had a very bad experience with Nielsen HR. HRs are the first point of contact and directly represent the company to the candidates, just listing a few facts:
1) I got phone calls without any notice during anytime of the day, and would receive fairly rude emails from the HR person if I did not pick up the call
2) HRs are usually 'requesting' schedules for interviews in the upcoming day or two
3) sometime after I shifted things around to make schedules available in the 'upcoming day or two', HR would disappear for a week and repeat 1) and 2)
4) I got calendar invites for interviews without any explanation on the interviewer or the type of the interview
5) After 1-4), I received an offer with total compensation less than my current role, even though I was fairly clear on what my range of expectation would be
It was a complete waste of time, or not, if you just want to practice interviewing
Overall interaction with actual team members were alright, seems like there are some really smart people working there, which makes you wonder how long/why they are actually going to stay.
Nielsen, please train your HRs.
Questions d'entretien [1]
Question 1
standard ML questions and behavior type of questions
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!