Lone Star College Interview Questions
& Process

The interview process at Lone Star College System is quite lengthy, involving multiple stages. Hiring is managed by a committee, and each hiring director sets the timeline for their specific interview process. For the Marketing department, the process included at least two steps and a test that needed to be completed.

I've done 5 interviews for 4 different campuses and 3 different types of advising positions over the last 2 months. Four were in person, one was virtual. Two campuses made me do presentations. One campus threw in an unannounced timed activity at the end with an Excel sheet and tasks, using 2 student degree plans. All interviews had at least 3 people on the hiring committee. It's super competitive, probably competing with internal folks. I wish they were all virtual, as I had to take a lot of time off work for these.

The interview was a really good and professional time. From the start, they were nice, quick to reply, and kept things in order, which felt good. Every part of it made sense and let us talk about important things. The interviewers made it easy to talk, asking questions that looked at what I could do but also let me share my own stuff and ideas. They paid attention and seemed really interested in my background, so it felt like we were working together, not just me talking. It also gave me a good look at what the company is like, what they care about, and what's important to them. I liked that they were clear about what the job involves and how I could help them reach their goals. All in all, it made me excited and sure that I could be a good fit for the team.

This interview was like a timed pop-quiz! With about 3 minutes to answer each of the 5 behavioral questions, candidates start off at a disadvantage. The overall mood of the interview was 'eh,' almost as if the committee was just going through the motions, without any real interest in the answers given. This interview experience did not reflect well on the company. The most important thing to remember from this experience is that when hiring managers or committees only set aside 15 minutes and ask candidates behavioral questions, none of which involve getting to know the candidate, they should give the candidate the list of questions beforehand or consider saving those questions for the second interview.