Gift Of Life Donor Program Interview Questions
& Process

If you have a strong moral compass or exude compassion and empathy this job IS NOT for you. Started with a 45-60 min phone interview with HR. Once you check all those boxes and are a confirmed vaccinated person for COVID 19, you’re then asked to do a one way video interview which is about 10 questions recorded and sent to the “hiring team” after you check all those boxes you’re then contacted to let you know if you’re on to round 3 which is basically a verbally given Myers Briggs personality test or top of the mind… then it’s round 4 if you pass that outsourced company assessment, which I did. I went to the in person interview with HR, VP and director of transplant services and training specialist. This is basically a sales position- you’re asked to call family members / next of kin of loved ones who are going to pass or have passed and ask them if they’ve considered donating their organs within hours of being notified from a health care facility. The VP comes off very cocky and dismissive. The training specialist who was the only one I had questions for didn’t say anything more than her introduction and when I asked about a schedule the VP kept circling the question with no clear answers. Very vague answering and higher up is clearly a boys club cocky and dismissive demeanor. Honestly, this interview actually changed my outlook on being a donor.

You'll first have a short chat with HR for about 15 minutes, then your potential supervisor will tell you about the role and ask you some questions for around half an hour. After that, there's a quick meeting with the director. The director chat is pretty laid-back, and by then you'll pretty much know what's up, so it's not too nerve-wracking.

The hiring process for this role is quite lengthy. It starts with a phone screen, and then you might wait about a week before they schedule an in-person interview. This in-person part involves meeting with both HR and the department team. The HR interview can be a bit uncomfortable as they tend to ask some odd, and frankly, inappropriate questions, like about your spouse's job, whether you own a home, or if you have kids. However, the interview with the department is much more productive, focusing on detailed questions about anatomy and your specific experience related to the job.

I had a phone interview where I felt like they didn't respect candidates' time or experience. They called saying they'd 'ask a few questions,' but it turned into a full, detailed interview without scheduling or checking if I had about 30 minutes free during the workday. The HR Rep also made condescending remarks about my 'lack of experience,' which was strange since they called me for an interview anyway. They also pushed to get me to agree to the 'bottom dollar' (their words) before a second interview, without letting me decide if I wanted the job or consider non-monetary benefits. I get it's a nonprofit, but being rude won't make people eager to accept the lowest pay. Based on this experience and a couple of workplace culture clues, I wasn't interested in continuing the interview process, so I didn't get to speak with the hiring manager. Maybe it was just the HR Rep and not the actual work environment? They were clear about the extra work and hours involved, which was appreciated. I was interested in working with them initially, but not after talking to their HR Rep. There were definitely some workplace culture norms I picked up on that I didn't like.