Médecins Sans Frontières Interview Questions
& Process

The interview process was great. It started with an initial screening, followed by some written tests, and then a face-to-face interview. The questions asked were great and relevant to the role. The panel was knowledgeable and always ready to help. The process was transparent and they provided feedback on performance.

There were a few interviews: first, you talk to the internal Recruitment Manager. Then, you have a round with your direct manager. If the Executive Director isn't your direct manager, you'll meet with either the person handling the outward-facing operations or the internal-facing operations, depending on the job. The third round is either a panel with multiple executives (if you've already met the Executive Director one-on-one) or a one-on-one with the Executive Director if your second round was with one of the 'Head of' positions, either external or internal.

So the interview for the Social Media and Digital Community Officer at MSF was kinda structured but ended up being a letdown because they weren't clear or communicative. It had a few parts: first, a screening, then a written test, and then two interview rounds. They asked some good questions about social media strategy, digital engagement, and handling crises. But, the reference check part was super long and annoying. MSF made me chase my referees multiple times instead of doing it themselves. Even after the references were in, no one told me what was next or when. Then, they just stopped replying, leaving me hanging after weeks of waiting. Honestly, for an organization like MSF with humanitarian values, you'd think they'd handle hiring more professionally and respectfully. Just a heads-up: expect a lengthy and bureaucratic process (takes over a month). Be ready for a written task about social media posts and managing crises. The reference check is all on you to handle, which can be stressful and cause delays. And don't expect much follow-up after the references are done; it makes you question their professionalism with candidates.

First, a recruiter will call you to make sure you have the experience you claim and that you might be a good fit. Then, you'll have an hour-long panel interview with the hiring manager, someone from finance, and the managing director. This interview is to check your work experience and expertise for the role, and also to see if you're a good culture fit. Finally, you'll have a 30-minute interview with the Chief Development Officer to assess your expertise, how you'd fit into the team, and your interest in the position and organization.