CSG Consultants Code Enforcement Officer interview questions

One phone screen, followed by two panel video interviews. Six calls total, one of which was due to technical difficulties on my end. A nice group of people all around. Words of advice: 1. Consider the phone screening to be your FIRST interview. Leave nothing on the table. Be as pedantic as possible, as this will really be your only opportunity to talk about your work experience. The history you describe in this screening will be typed and sent up the list of interviewers, who weirdly enough will not really talk to you about it during their time with you. If you don't describe something in incredible detail during the screening, don't expect a moment in the video interviews when an opportunity will present itself organically. 2. The (x2) panel video interviews which follow are basically your potential coworkers and supervisors determining if you will be a good fit culturally. It's a good opportunity for you as well to determine if you are a match in terms of personality, professionalism, hours, and salary. Expect questions about your short and long term goals, but not what you covered in your screening. They were pretty clear that they are looking for the right person to train, and it's okay if that person doesn't know anything yet about code enforcement. 3. Pay attention to the emails their in-house recruiter sends you. I was disappointed to learn she had intentionally been leaving "I/II" out of the subject line to give herself wiggle room later. At the end of my second video interview, she sprung it on me that I did not have enough applicable or transferrable experience for the position I had been applying and interviewing for (this is why the phone screening and email subject lines matter). That I was being interviewed for the lower paygrade was news to me, but was planned on their end. I don't bear any ill will over this; their HR staff seem relatively inexperienced and everyone was consistently pleasant at all times. In making my decision, I was grateful for the coarse but frank justification they provided for their interviewing and onboarding processes.