Müller UK & Ireland Interview Questions
& Process

It was a pretty standard process for a manager role, with both the hiring manager and an HR representative present. The first interview, which lasted about 45 minutes, wasn't too tough. They asked some scenario-based questions, got to know me, and asked about my past jobs and reasons for seeking a new opportunity.

I applied and then had a video chat with a process engineer. It was a good conversation and I got positive feedback that suggested I'd be invited to an assessment centre. But then, I was ghosted. After that, I got a rejection saying it was 'due to my performance at the assessment centre' which I never actually got an official invite to.

What an awful interview experience. Upon arrival, a team member was at reception trying to find a room, and admitted this happens a lot. After a room was found, HR guided me to it. The team then met in the hallway for a quick meeting about me, right where I could hear. They seemed confused about the role I applied for. The interview started with a color vision test. First, I was asked to expand on my CV. Then, three competency-based questions about managing teams were asked. I asked a couple of questions about team size and duties. It was then confirmed by the team's hallway conversation that I was interviewing for the wrong job. I didn't get the job, and the email confirmation was for the job I applied for, not the one I was interviewed for. It was very confusing.

The entire process spanned 8 weeks, from my initial application submission to getting the final email about the outcome. I had to send two follow-up emails during this time. The first chase-up was after I completed the psychometric tests (I waited 3 weeks before chasing). The second chase-up was for my outcome after the final interview, as I hadn't heard back after 12 days! The psychometric tests were pretty standard. The first round was a video interview that lasted an hour and consisted solely of 12 competency-based questions, with two people from the marketing team interviewing me. The final interview was a phone call with the marketing director. It was a 30-minute call where I was asked 4 competency-based questions and 2 general questions, like 'what's your proudest moment?'. All the competency questions were linked to the company values. Some of the questions had a bit of a weird twist, making them a bit harder to answer than typical competency questions because you needed a really specific example.