Lewis Group of Companies Interview Questions
& Process

The Lewis Group puts out ads or has job fairs frequently, which I thought was a bit strange since I already have 2 years of experience as a Leasing Consultant. I've applied many times, sending my resume by fax, email, and even in person. The interviews themselves were fairly simple, but it felt like they were really only looking for a very specific kind of person. The interviewer, who seemed to be a regional manager, was more focused on taking a lot of notes on my resume than actually looking at me. Everyone I interacted with, from the front desk staff (one even seemed to roll her eyes at me) to the people who showed me where to go, came across as really fake. I've been to a few job fairs, usually at the Homecoming Apartments in Rancho Cucamonga, and I always left feeling kind of off, like they didn't really want me there. Then I kept getting rejection letters and no responses when I applied through job sites. I tried not to let it get to me, but it's happened too often. Usually, soon after I get a rejection, a new job ad appears within days. I've pretty much given up on working for the Lewis Group now, but maybe I shouldn't be trying to work for a company with such high turnover that also seems to ignore my efforts to join them.

The interview process went really well! Definitely check out David Draper's blog for tons of tips on interviews, LinkedIn, and polishing your resume – do what he says! I applied online and a hiring manager contacted me for a job fair. I interviewed with that manager and then quickly met a VP. The next week, I went to corporate for assessments and more interviews. I took some easy tests (personality, vocab/math/critical thinking) and then interviewed with another corporate person and a regional manager. The day after, I got a call to schedule a final interview with the VP, which was two days later. I've heard some people have an extra personality test and two more VP interviews, but it seems like it's up to their judgment based on company needs and executive availability. Everyone was super friendly, and the interviews weren't too hard. They seem to want energetic people with great personalities, good communication skills, and who genuinely like people. If you like people, have energy, and some sales background, you'll likely move fast. It felt like a lot of interviewing and a long process, and I even worried I wasn't doing well enough. But I figured it was good practice anyway. Then they scheduled the final interview, which I stressed about, but it was simple – just be myself, be friendly, dress well, and think about the company's needs.

Applied online for the leasing consultant job at Lewis. Got a call, voicemail, and email from the recruiting manager, David Draper, to set up a face-to-face interview. I emailed back and we set it up for the next week. Went to Lewis' corporate office. The receptionist gave me some paperwork to fill out. Lorena Pascale from HR came and took me to a small testing room. Finished the paperwork, and then David Draper came in. There was another applicant there, and we both took a short test. After the test, Mr. Draper took me to his office for my first interview. Felt like it went well. He checked if anyone was free for a second interview. I was then taken to meet Danny Chouinard and his associate, Megan, for another interview. They asked me to wait a bit, and then Danny walked me to meet Sheila, the VP of CA properties. After a quick chat with Sheila, Danny walked me back to HR where David Draper was waiting. He gave me the job offer. Got some paperwork, they started my background check, and I got instructions for my drug test. The whole thing was pretty straightforward. Lots of interviews that day, but it was worth it. Everyone was really nice and helpful, which eased my nerves a lot.

Applied through Indeed and was contacted within the week to set up an interview and complete a personality assessment and a Thurstone assessment. Applicants who don't pass these assessments are not moved forward in the process. The assessments, particularly the timed 128-question format within 20 minutes, seem like a potentially discriminatory way to screen candidates, especially for those who struggle with timed tests, and may not accurately reflect work ethic. It is suggested that the assessment format be revised to better align with the position or use a different version of the Thurstone assessment. Hiring good employees is possible without these assessments, just as mediocre employees can be hired by passing them. The HR department does not provide feedback on assessment results or interview status, making follow-ups necessary.