Baylor Scott & White Health Project Manager Interview Questions
& Process

Baylor Scott and White PMO holds a group interview process monthly for Project Manager roles, inviting 15-20 candidates regardless of immediate business need. Candidates arrive at 7:45 AM and are given a case study at 8:00 AM, including a project description, timeline, staff details, and a scenario. They have one hour to select key staff, justify their choices, create a schedule, and complete a risk assessment. Afterward, the group participates in team-building, communication, and problem-solving games for about an hour, observed by PMO staff. The next phase involves dividing into two teams to plan and execute an activity competitively within a time limit. Lunch is provided, followed by notification of who advances to traditional interviews. Typically, only about 10% of candidates proceed. The Director, who developed the process, aims to find candidates who best fit the organization, but provides no specific evaluation criteria, leading to confusion about what is being assessed. Feedback is not provided, and the process offers no benefit to the candidate beyond a slim chance of advancing and a potential referral to a hiring manager, with the implication that those who don't fit are overlooked. The process is described as strange but successful for the PMO, though it may limit diverse candidates.

This was a group interview, which felt like cattle herding. You're given a written PM scenario test, and then you play group "behavioral games." It's a flawed setup, like Shark Week but with smiles. A large group of Project Managers was introduced to a team of 6 PMO employees who would be watching, and we were told not to talk to them. This created an elitist atmosphere, driving everyone to perform because they wanted a job. It was a feeding frenzy, and I'm ashamed I participated. After the "games," the large group went into a conference room while the "team" compared notes elsewhere. We got to make our own sandwiches and chat. About 30 minutes later, the Director returned to announce who passed to the next round of traditional interviews. Only 16% were selected, and 84% of those who traveled to Temple, TX were dismissed. It's sad that people are treated this way. The Director claims this is a foolproof way to find people who fit the culture, but it's dehumanizing. Think twice before interviewing here, as they won't explain why you weren't selected, leaving you with the impression you're flawed when the process is likely the problem. I would never condone treating people this way; it's disrespectful.

After the initial screening, you might be contacted by PMO for a group interview, which is a 4-hour process. If you do well in the group interview and are still considered a good fit, you'll be asked to stay for a traditional interview. It was mentioned that out of 19 people in the group interview, only 1 person made it to the next stage.