Enel Interview Questions
& Process

The interview included a phase to investigate previous work experience, then a series of market sizing questions (e.g., how many meals are provided in Enel's cafeteria each day). Finally, there were some motivational questions from HR about why I wanted to change jobs.

I applied on the website for a mixed profile. After a week, I took a difficult assessment with questions on electrical engineering, math calculations, and text comprehension. A week later, HR contacted me positively about the test and scheduled an interview for a technical worker role, which I declined. A few days later, they contacted me again for an introductory interview to be included in an internal ranking. I had an in-person interview with an HR manager and an area manager. It was a great, nearly two-hour interview, mostly focused on me and my ambitions. It was a beautiful and friendly interview. I got a positive outcome, but unfortunately, there are no open positions for my background at the moment. I really appreciated them calling me back for an interview for a possible future position. Thanks, Enel.

Long selection process, requiring electrotechnical knowledge and consolidated experience for a salary not in line with the position. Unfortunately, many candidates face exaggerated expectations from companies, which don't seem to consider the current market and real working conditions. The multiple stages of the selection process, with interviews and technical tests, can be frustrating. Furthermore, the request for specific specializations seems to translate into an imposition rather than an opportunity for professional growth.

The interview was a group session with 16 people, starting with a presentation from Enel recruiters. They explained the format, goals, and expectations, and gave a quick overview of the company and the role. We usually start with a team-building exercise to break the ice, like trust games, casual chats, or small collaborative projects, to create a relaxed vibe and encourage teamwork. Then, they asked us to introduce ourselves so they could know who we are and our education. Candidates are often split into small groups to tackle a case study or a real business problem. During this, candidates need to analyze, discuss options, and propose a solution, letting recruiters see their analytical skills, creativity, leadership, and communication. After the case study, each group presents their solutions to everyone. Presentations show communication skills, clarity, and ability to work under pressure. Sometimes, there's an open discussion for Q&A with interviewers or immediate feedback on performance, also to check how candidates take constructive criticism and improve.