IMI Precision Engineering Interview Questions
& Process

After a CV review, there was a first test phase to see how candidates think. Then came a video interview. If I had passed that, I would have been invited to an assessment center. The video interview had detailed questions about realistic work situations, not silly psychological questions. It took a while to get a response, but they did let me know the outcome, even though it was a rejection. Overall, it was a good experience and I think it's a good company.

I spoke with two managers who were very rude. All my previous interviews have been with friendly people, but not these two. They seemed to want someone who could start immediately without any training, and they never mentioned training. They explained they needed to replace people who were leaving. I realized I didn't want the job within minutes of starting the interview. Who would want to work for such unenthusiastic people? I asked a question about staff benefits as a courtesy, and they were basically nonexistent, just a pension for legal reasons and a healthcare helpline. I realized how lucky I am to have my current job with its excellent benefits, including a great pension, full healthcare, flexible hours, ample training, and full sick pay. I was eager to leave and still haven't heard back after two weeks.

I talked with the head of purchasing and another colleague. We first chatted about the company for about 10 minutes, learning what they produce. Then, I introduced myself and they asked specific questions about my resume. It was a classic interview setup. When I asked if I could get insights into purchasing topics like the price negotiation process, beyond the usual operational tasks, they said it's not possible because it's 'internal stuff.' This gave me the impression that I wouldn't be seen as a full team member. I clarified that I wasn't asking to be in the actual negotiations but just wanted to learn about the general process. The response I got was a dismissive 'you're still too young for that.' I found this very unprofessional and it made me lose interest in this working student position.

The interview process was quite thorough: I had a recruiter phone call, then a phone interview with the VP/potential manager, followed by an in-person interview with the VP/potential manager, and finally an in-person interview with the VP of HR. The position was open because the previous person in the department relocated. The VP made it super obvious he wanted me after just the phone interviews, and the in-person ones sealed the deal. But then they left me hanging for days, ignoring my calls. I finally got this pathetic email from the recruiter, full of spelling and grammar mistakes, apologizing because an employee decided to relocate after all, so my spot wasn't available anymore. It took them 3 weeks to even call me back after applying, and the whole process from phone to in-person interviews took another 3 weeks. The job had been posted for ages. So, after all this ridiculously long and inefficient process, the job wasn't even open? And I had to practically beg them to tell me that? My experience with their HR/hiring was just like other reviews of Norgren, totally mirrored. It was actually a blessing in disguise though, because I got an offer from a much more professional and honorable group.