odd start with a recorded video interview, although that seems to be the trend for companies this large who are saving $ on the hiring process for low level positions. Then an auto email or two, then a recruiter emails who is not on top of her/his game, and finally you meet with at least two people. Not a fan of their system, really rigid once you see a human in person. Not a kind/considerate or motivating turndown process either...they don't want to spend $/time on people they turn down for a job, but it would have left a better impression of the company overall if they handled that more professionally and personally. Instead I sent the first follow up email thanking them, get an email that they'll decide soon, and two weeks go by before you literally get an AUTO EMAIL saying you were passed up for the job...like it doesn't take more than a couple minutes to send a personal email saying we liked XYZ but we need QRS, we think you have great potential in...and we recommend... etc. Instead it just left me feeling like it was another corporate company who pretends like it cares about people only because it's trendy, not because they really mean it or have that value/mission.
Interview questions [1]
Question 1
Tell us about a time you came to a workplace and improved it.
Had a phone screening, then a behavioral interview with several team members, and then a shorter interview with my two supervisors. Process was held up by poor planning but interview content was easy.
Phone screen 1 interview it was a phone call out of no where for the screen and then the interview was set up about a week later many weeks after interview before offer.
Interview questions [1]
Question 1
How does your current background align with cargo division?
Interviews with 5 individuals in 2 rounds -- one behavioral first round then a super round of 4 interviews. One excel, one business case, one fit, and one behavioral. Interviewers ranged from associates to directors. HR was very fast in my experience.
Intern applicants have rated the interview process at United Airlines with 2.8 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 79% positive. To compare, the company-average is 73.9% positive. This is according to Glassdoor user ratings.
Candidates applying for Intern roles take an average of 41 days to get hired, when considering 54 user submitted interviews for this role. To compare, the hiring process at United Airlines overall takes an average of 26 days.
Common stages of the interview process at United Airlines as a Intern according to 54 Glassdoor interviews include:
Phone interview: 27%
Group panel interview: 15%
One on one interview: 12%
Skills test: 12%
Drug test: 11%
Background check: 9%
Personality test: 6%
Presentation: 6%
IQ intelligence test: 2%
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