San Diego Regional Center Interview Questions
& Process

It starts with like three written questions, and you get 30 minutes to do them. The first two questions are about the website, like what's the mission statement and what services SDRC offers and who can get them. The last question is asking about your weakness. Then, the hiring manager and another program manager will ask you regular interview questions, but it's a group thing with like two or three other people.

We started with a group interview where we had to write answers about "vivid abuse" within 20 minutes. We were seated next to two other candidates and told not to talk. After the written part, we moved to a very hot room with no AC for an oral interview that lasted over two hours with several interviewers. They asked about my preferences for early starts, TY, or adults and seemed to push me towards a certain choice. One interviewer mentioned knowing many managers and staffers, showing a clique-like atmosphere, which made me feel it was a waste of time. They suggested I should just leave if that happens. The candidate who knows people there will get the job. I later got a rejection letter. Be aware of this cliquey, "who you know" culture when it's obvious; don't waste your time! You'll be glad you left.

I got my current job as Revenue Coordinator through an internal move. I was previously a Fiscal Assistant for a year, and before that, a Secretary. I applied for the Revenue Coordinator role, and after submitting my application, I heard back within a few weeks for an interview. All interviews here are panel interviews, and mine had three people from different departments in the agency. Each person asked different questions and took notes on my responses. We were also given a chance to ask our own questions. Following the interview, I had to take a math test. Once all interviews and tests were completed, the panel convened to tally up the scores for each candidate. In cases of a tie, they would then decide who they believed was the best 'fit' for the role.

They contacted me many months after applying, and took a month to let me know about their decision. The interview itself was easy. One of the interviewers made a comment about my personality that I didn't appreciate. They also repeated the same questions multiple times. If you have experience and clinical knowledge, you will be fine answering their questions. Just don't expect them to respect your time. I wasn't surprised, as this is how they are known to act in the community, even with their clients. If they aren't considerate during the interview process, how do they treat people after hiring? During my interview, they asked me about my interest in other positions, which seemed like a red flag. They also seemed uninterested and didn't ask any questions outside of their script. Like other applicants, I heard through networking that they make decisions based on personal bias. It was extremely unprofessional. By the time they contacted me, I was no longer interested in the position because of how they handle their internal processes. They gave a weak apology for not keeping candidates engaged or informed. They didn't respect my time or other candidates' time, and offered no feedback on the interview. For some reason, they thought it was okay to ask me to apply for a specific position after I get licensed. Who would reapply after getting licensed when they were already overqualified, not considered, and rejected the first time around?