Founded in 1906, H.G. Fenton is a real estate company which aims to create lifestyle opportunities for their clients. They own over 3,000 apartment homes and are driven to succeed. H.G. Fenton employees are offered various opportunities to help them succeed and pursue their passions.
The H.G. Fenton hiring process steps are as follows:
Application: If you are interested in acquiring a career with H.G. Fenton, you must always first go through the application process. This can be done by filling out an online form and submitting your resume. Other ways of applying is through an employee referral or recruiter.
Telephone Interview: You may receive a response to your application over the phone as a brief conversation with a member of the hiring team. You will then be invited for an in-person interview.
In-Person Interview: If the hiring team decides that you possess the necessary qualifications for the job, you will be invited for one or more interviews. These interviews will be conducted in-person by a panel or one employer.
Test: Taking H.G. Fenton entrance exams may include PLI assessments as part of the testing process. Employers use these tests to assess your abilities and determine whether you are suitable for the position.
Psychometric tests include many aptitude exams which candidates are usually required to take to assess their distinct cognitive abilities. Aptitude exams include the Predictive Index Learning Indicator (PI LI) which measures one’s reasoning skills connected to the workplace. Mathematical, verbal, and non-verbal reasoning skills are often evaluated for throughout these tests.
The Predictive Index (PI) Behavioral Assessment identifies candidates’ behavioral predispositions and character traits. The specific traits which are measured include one’s level of extroversion, dominance, formality, and patience. Assessing how candidates respond to work-related circumstances exhibits their potential for success.
The H.G. Fenton interview stage is conducted in a professional way and aims to seek out suitable candidates. Each question which is asked can be competency-based, which uses one’s past work experiences to make assumptions about their future actions and compatibility with the company’s culture. Technical interviews pose questions related to the skills needed for the specific job.
Examples of these interview questions are listed below:
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