Note that Baylor Scott and White PMO does this process every month. They call in a group of people of about 15 to about 20 interviewees every month, apparently whether or not they have a business need for new project managers.
You're told to arrive at 7:45. When you arrive, you are informed that you'll be waiting until 8:00 at which time you're shown into a conference room and given a case study. There is a brief project description with a timeline, several staff members with a brief descriptor of each staffer and a circumstance to plan. You can choose only a select few to serve on the project. On the second sheet you list who you chose and why, along with a schedule, and a simple risk identification/mitigation matrix to complete. You're given an hour to complete this case study.
The group is then taken to another room where you do several team relations, communications and problem solving games. They are fun and interesting games, but it feels a little creepy because some of the PMO staff is standing around the room silently watching you and making notes on clipboards. These activities go on for about an hour.
The third phase consists of the group being divided into two teams and given a situation where the group must plan an activity and then enact the plan. This is a timed activity with minimal instructions and the groups are in competition with one another to see who can get the best time.I have to admit, it was an enjoyable time if somewhat confusing.
Once all of this is done, you 're given lunch then informed who will be moving on to the 'traditional interviews'. In my group of 20, two moved on. From what I hear in previous reviews, this 10% ratio is about average.
So, what are they looking for? You'll never know. When the Director was asked by one of the interviewees, she was either unable or unwilling to give any direct indicator of what she was looking for. She says she developed this process and has been using it for years so that she can find the applicant who will best mesh with her organization. You will receive no feedback and, in fact, will have no clue as to what you are being evaluated upon.
The two people who went through in my group were very different. One of them was very quiet. I'm not sure I heard him say anything during the four hours, so if this was an assessment of communication skills, I have no idea how he was evaluated. The other guy was very nice and engaging but I didn't hear him contribute anything of any greater significance than most others. This one one did have a healthcare background though, so maybe that gave him an edge.
Maybe they were evaluating off the project management case study? Maybe, but we were told on several occasions that some of us had project management backgrounds, some didn't. It didn't really matter because the PMO had enough resources to 'train up' any of us to the level they needed. It was that 'something else' that would allow you to integrate in their team that is what mattered.
Use your own judgment but if I were to advise a friend I would have to tell them not to waste their time. If you have to take a vacation day or travel to the site you're actually costing yourself money for a 1 in 10 chance of getting to interview. I don't even play video games but my advice would be to just spend the morning playing a video game and then take a good nap. It'll be just as enjoyable and you'll actually feel like you've accomplished more for the day.
In most interviews the applicant is evaluating the organization as much as the organization is evaluating the applicant. You don't get to do this with BS&W PMO interviews. Additionally, with other interviews you gain experience in interviewing if nothing else. With the BS&W PMO interview, the only beneficiary is BS&W. They ask you to give up your time and energy, offering nothing in return. The biggest 'bonus' we're offered is that we 'never need to apply to any project management job at BS&W project management positions again'. The Director did offer to forward our information to any hiring manager you identify, but do you want someone who essentially told you that you're not good enough to join the team to be your internal advocate?
Finally, we were told several times that they realized this was a strange interview process but we were assured that it had been very successful for the PMO organization. I'm sure that those who join the organization were successful - just as a mirror is successful in reflecting its current environment. The downside to this methodology is that it limits possibilities. Applicants who do not fit into the established boxes are likely to be overlooked - as they are never even interviewed - and thus cannot become the outside-the-box change advocates that propel organizations forward or prepare them for the next generation.