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Your big day is just around the corner. Your qualifications are a match to our needs and your well-structured and detailed resume is impressive. Now it’s time for us to meet up and discuss the position and what you can bring to the role. Through a conversation with you, we’re striving to learn if you’re a good match for the company. And that’s a little bit of everything: how you’ll fit in with your team, whether you identify with our values and where you see yourself professionally now and in the future. There’s a lot for us to talk about, and don’t forget that this is your chance to interview Dell, too.
Our competency-based philosophyTips for your Dell interview
At Dell, we believe that a candidate’s recent past experience is the best indicator of future success. So, we design our interviews as a conversation, focusing on your experience and how it relates to the opportunity at Dell.
Our competency-based interview questions are designed to elicit responses from candidates, which give details about the work they have done, the way they have completed that work and the environment in which they worked.
Here’s what to expect when interviewing with Dell.
Step 1:
Telephone Screening conducted by a recruiter
The recruiter gathers basic information such as work history and salary requirements.
Step 2:
Technical/Functional Interview with subject-matter expert
We ask specific competency-based interview questions here to determine an applicant’s technical/functional expertise.
The interview is generally conducted by a subject-matter expert in the field, for example, product marketer for a product marketing role or treasury expert for a finance/treasury role.
Step 3:
On-site/Team Interview with leaders and peers
Conducted in a series of one-on-one meetings or in a panel interview setting.
At this stage, we ask competency-based questions to measure the candidate’s overall fit with the team and company.
It is vital that a candidate be a fit for Dell’s core competencies:
Engage…
Customer First: Act with the customer in mind.
Personal Effectiveness: Listen, take ownership, be a role model, grow and learn.
Engage Others: Provide direction, development and inspiration.
Execute…
Inclusive: Think globally, value diversity, collaborate and consider the impact.
Decided: Be courageous, contribute, provide/solicit input and take action.
Simplify: Focus on what matters most, streamline workflows and strive to be effective.
Excel…
Drive Strategy: Know the business, look ahead and plan for the future.
Innovate: Be creative, take smart risks and continuously improve.
Step 4:
Final Interview conducted by the Hiring Manager or Director
This also includes competency-based interview questions and ensures that all candidate questions are answered.
Ultimately, we’re always seeking out the right person for the position, and we invest time and resources in making the best choice.
