Marine Credit Union Interview Questions
& Process

It was a two-interview process. The first was with HR, where they asked a lot of in-depth hypothetical questions. Then, there was a second interview with three people: your potential direct boss and two leaders from different areas/markets. This second interview was pretty long, filled with tons of hypotheticals and "what if this happens" type questions. They also wanted to see some quantifiable evidence of your professional experience and how it would directly apply to this role. Be aware, they might move you to the second interview if they "love your personality," even if your resume experience seems lacking (I even mentioned my concern, but they said experience doesn't always matter). Then, they might reject you for the role you applied for and offer a different one. All of this for just $17/hr plus some questionable monthly bonuses.

After I applied on Monster.com, a recruiter from the company gave me a call to go over my qualifications and said I'd hear back in about a week. The next week, the recruiter called again to set up a phone interview with the CIO, who was the hiring manager. The following week, I had a 40-minute phone chat with the CIO. The day after that, the recruiter called to say they wanted me to fly out, covering my hotel and car for a face-to-face interview process. The week after, I flew out. On the first day, I took a personality test and had an interview with a peer colleague. The second day, I had a database programming test, then interviews with the HR director, the CEO, and the CIO. It was a bit strange to interview with both the CIO and CEO for a role that wasn't really executive level. The people I met were nice and acted like they were from a small company, which makes sense given the IT department only has 11 people. The office is on the second floor of the credit union building, but the IT team actually works in a separate two-story admin building about a mile away. The work culture felt like a big organization even though it's small; they're all about efficiency and getting projects done fast, with no mention of 'quality'. Performance is measured quantitatively, focusing on time and numbers. Nobody ever brought up quality.

I was first contacted by a Human Resources Specialist. The initial phone interview was about 1 hour long, covering my resume, business situations, and some general questions. A few days later, I received a Skills Test, Personality Test, and Management Survey. The following week, I had a 40-minute phone interview with the senior human resource manager, discussing aspects of my experience. This interviewer was very nice and arranged an interview with the CEO for later that week. I then interviewed via phone with the CEO, who was professional and pleasant. This interview involved questions about my work experience and the company's future plans. Although the process went well, I wasn't selected. Marine Credit Union seems to have been significantly impacted by the economic downturn and high unemployment, leading to a risk-averse environment with no projected growth in the next 1-2 years. I believe they need to rethink their business plan for survival, as there appear to be major gaps in member services compared to competitors. Their numbers show continued decline, and 2011 will likely be critical.

I met them through my university career fair and the recruiter took my resume. Within a week or so, he contacted me via email for an on campus interview with the senior HR manager. After that interview, I received an email that I passed onto an interview with the managers in the local area that I will be interning. They didn't really give any specifics about the interview process or length of each. I went and interviewed with 3 different managers back to back for 30 min each, which is a total of 2 hours, since some other candidates did go a little over time. After 2 weeks, a phone call was received to tell if I got the position or not.