Nordson Interview Questions
& Process

The team member gave a quick rundown of the role, asked me about my resume, and then we moved on to some technical questions. They were more about my thought process for solving problems rather than super difficult.

The interview process was really smooth and straightforward. It was only a two-stage process, starting with a screening phone call and then a video chat with the hiring manager. Basically, you just need to show you can be available and reliable, and you'll get the job.

Applied on the corporate careers page and was contacted by an HR rep several weeks later for a phone screen. I told the rep that I was actively interviewing elsewhere, but I admired and respected Nordson as an organization above and beyond other prospective employers. The rep then said: "Please keep me informed of your situation if I need to push on my end. I'm a straight shooter and will provide feedback either positive or negative. I don't believe in stringing people along." After the phone screen, I moved on to an hour-long virtual interview with the hiring managers. The interview was conversational, mixing some substantive questions along with discussion of my previous background. It was a pretty standard hiring manager interview. Several days later, I reached out to the HR rep asking about Nordson's timetable and next steps. I also informed the rep I received an offer from another prospect, but wanted to continue pursuing Nordson's role. The rep thanked me for the update and said they would circle back with the team and provide an answer if they were moving forward or going with another candidate. I thanked them and indicated I needed to provide an answer regarding my formal offer within 10 days. Next, I was completely ghosted. No response emails. No return phone calls. Not even a formal automated rejection email from Workday. To say the experience was disappointing is an understatement. I had admired Nordson, but after pursuing their interview process, I would never apply again.

This was a positive interview experience. There were two behavioral interviews, one with the recruiter and another with a department panel. They focused on leadership experiences rather than technical skills. Typical behavioral questions were asked. The interviewers were helpful in answering questions about the position and their own experience.