Though PECB is known for its great perks and benefits, the management's interview process leaves much to be desired. Whether it be PECB Malaysia or any other offices globally; Time efficiency, due respect, greater transparency should be given to all candidates involved. Instead, the management decides to tread on a "play hard to get" persona and attempt to waste candidates' time. Between the first two round of interview, there's a total of 5 weeks worth of wait time, not forgetting the initial 4 weeks for the HR and management to review and shortlist your profile. The shortlisting process takes a whole month to complete. Followed by a first round of interview, then two weeks of wait time, then into the second round, and another three weeks of wait just to inform candidates that they've been moved to the final round. The second round tests candidates on their technical knowledge on the role, verbally. Speaking of which, at no point throughout any of the interviews did the management explicitly disclose candidates would have to undergo an assessment, or as the management calls it, an "examination" to conclude the process. When clarified concerning the purpose of the assessment, the management states it is intended to measure candidates' technical knowledge of invigilation, effectively rendering the second interview moot. When asked if the assessment is intended to be evaluative, or eliminative, the management responded performances throughout all rounds of interview will be considered. The assessment is purely superficial with no actual purpose to measure what had already been measured in prior interviews. If anything, it likely serves as the management's intent to determine the best from the good. Communication regarding assessment duration was handled poorly, with the HR promising 2 hours to answer the assessment, but the hiring team promising an hour. This shows the exam was likely introduced as an abrupt process with no forethought. As the role itself is a solo hire, this severely puts the rest of the candidates at a risk of being displaced financially, mentally, intellectually, psychologically and physically. Candidates have invested significant time and effort into preparing for the role, and what the management did was incredibly disrespectful to the entire process. No candidates should be made to wait 2-2.5 months of process if the management isn't serious about hiring talents who have invested the time and effort to perform satisfactorily throughout the process. Above all, no candidates should be put through an assessment without prior, proper communication.