Snapdeal General Intern Interview Questions
& Process

The selection process consisted of 4 rounds and each was an elimination round. I believe each round was shaped to test the different skill sets the job position required. First round was an online test that consisted of two sections. One section focused on logical reasoning questions while the other was a psychometric test. This round was focused on testing your aptitude, ability and personality. Second round was a group activity consisting of around 12 candidates. Each of us was given a part of one logical problem and we were supposed to arrive at a solution by combining the information we all had in the given time. This was a challenging task as it tested not only your behaviour in a group but also your problem solving, reasoning, initiative and communication skills. Third round was a 1:1 technical interview. I was initially asked to tell something about myself and my hometown. The interviewer made me feel comfortable from the start. It then moved onto further topics such as my work experience, my responsibilities at college, situation based questions, profile preference among others. This round focused on understanding my background, If I would fit into the culture of Snapdeal, my aspirations etc. The interview rounds are highly subjective. Your resume plays an important role in the kind of questions that may be thrown at you. Fourth round was a 1:1 interview. Here the questions were more focused on how e-commerce works, the different models, what model Snapdeal follows etc. I was also asked to suggest some strategies for the situations I was given. In the end I was asked if I needed any information or had any questions.

The summer internship process at Snapdeal for NITIE (Mumbai) students was unique. Snapdeal, being a vibrant e-commerce company, wanted to understand how candidates think differently. It kicked off with a company presentation from an HR representative who shared insights about his career path, the e-commerce industry, Snapdeal's origins, its unique selling points compared to other firms, and even reasons why one might choose not to join. This was followed by Round 1, an aptitude and psychometric test. Round 2 was a Group Activity where we had to solve a logical problem using clues distributed among group members, emphasizing listening and teamwork. Round 3 was a Personal Interview.

They shortlisted candidates based on aptitude and psychometric test scores, not just CVs. There were two interview rounds after a GD-PI session. The first was technical (20-25 minutes), and the second was HR + Situational (20-25 minutes). It was a tough three-hour process designed to ensure candidates met all their criteria.