KidZania Interview Questions
& Process

The HR person called me for a preliminary interview. She gave me some details about the job and asked about my previous employer and my master's degree background. She then asked about my salary expectations. I explained that due to the unclear economic situation, I haven't been providing exact salary figures for about a year, and I know HR has a salary range for the position. She insisted it would 'make the process easier,' which I felt was only easier from her point of view. I was going to be more firm about not providing a number, but I just wanted to finish the call, so I gave a range instead of a specific amount. It's not right for recruiters to pressure candidates like this.

It took a few months from when I first applied to my interview, but many people there applied a few days before their interview so it really depends. First, there's a phone interview and afterward, there's a group assessment. The assessment has a few stages: a tour, introduce yourself (and your object) to the group, perform to the group and then one to one interviews. You are asked to bring an object that represents KidZania to you and you have to describe it to the group. There was also a group exercise where you had to rank what was most important in the workplace. Then you are given a script that you have to perform in front of the group on stage (you can look at the script while performing). After this some people, and ONLY some, are invited to a one-to-one interview. A lot of candidates got sent home and they got told that there were no interviews at all which was a lie and many people found out through others (as some people came with friends/relatives who were also applying) which I think is sad. The one-to-one itself was fairly easy, same type of questions as the phone interview. You also had to fill in an availability form. Overall, not the best experience: the process itself took three hours, THREE which is extremely long especially to not get the job in the end.

I went through 2 rounds of the selection process. There was a Portuguese and math test, and also a personal presentation. The interviewer completely forgot about the interview for over 2 hours, and then said she was waiting for the area manager and correcting tests. In the second round, there was a psychological profile interview with many irrelevant questions that lasted over 40 minutes, a total waste of time because there was no feedback on the desired profile for the position or information about the role.

I applied and then got a call from Kidzania. They asked me some questions like 'How would you handle a difficult customer?', 'What do you know about our business?', and 'Why Kidzania?'. After that, I was invited to an assessment day. When I got there, an HR person met me outside their desk on the second floor of the Westfield shopping center. I got a name tag and went upstairs to meet the other HR recruiters and candidates for this role or the entertainment/airport positions. Around 40 people were there. We then toured the city. Next, we went to the city stadium and sat in groups. The recruiters and management introduced themselves, and then we had to introduce ourselves. We had to briefly introduce ourselves and then discuss an object we brought and how it relates to Kidzania. Then, we did a group activity focused on priorities. After that, we went to the city theatre. We had to role-play on stage in front of everyone using a short script from a Kidzania establishment. I had the police-officer script. Then I signed availability forms. Finally, I had a 1:1 interview before leaving. I found out the next day I was successful.