Academic Work Switzerland SA

The application process began with a personality test and a logic test. After about 2-3 days, there was a short telephone interview (approx. 10 minutes). I was then invited to an initial video interview (approx. 60 minutes) in which my skills, the position and the business model were discussed. About a week later, a second interview took place with my direct superior, which was conducted exclusively in English - although according to both interviews, no English-speaking customers would be served for the advertised position. In terms of content, many questions from the first interview were repeated, supplemented by numerous case studies. After the second interview, I received an offer by phone a few days later with a confirmation. I was informed for the first time that the position originally advertised as a permanent position (100%, permanent) was now limited to 6 months because a pregnant employee had to be temporarily replaced. A follow-up solution was not guaranteed. I asked for a short time to think about it and accepted by phone on the same day. I was then told that the final decision was still up to my line manager. Over the next two days, the recruiter was neither available by phone nor did she respond to emails. It wasn't until the third day that I received a call back with a final rejection. It was particularly disappointing that I had relied on the verbal confirmation and had therefore turned down another employer. Overall, the whole process seemed very uncoordinated, non-transparent and unprofessional. Communication was inconsistent, decisions were changed at short notice and promises were not kept.

Transparency right from the start: Changes such as the conversion of an advertised permanent position into a fixed-term position should be clearly communicated right from the start - not after several rounds of interviews. Reliable communication: Applicants should not remain without feedback for days after a verbal commitment. Unavailability and unanswered emails come across as unprofessional and disrespectful. Clear decision-making processes: Offers should only be made once all internal decision-makers have agreed. Withdrawing later undermines trust and can put applicants in difficult situations. More efficient interviews: Several interviews should build on each other in terms of content instead of asking the same questions again. This saves time for both sides. Appropriate language in the interview: If no knowledge of English is required for a position, an interview should not be conducted exclusively in English - especially not "out of principle". Professional handling of acceptances: Applicants make important decisions on the basis of acceptances. This responsibility should be taken seriously.