Dash Social interview questions

My experience interviewing with Dash Social in Halifax, Nova Scotia, several months ago left me reflecting on the state of hiring practices today. The interviewers did not seem adequately prepared or qualified to represent the organization, and they lacked basic interpersonal and interviewing skills, including arriving late to the interviews, which set an unprofessional tone right from the start. I was also struck by the expectation that candidates dedicate weeks of their time and, in some cases, complete free work as part of the process. This expectation is not acceptable and contributes to a harmful norm in the job market. Candidates should not be expected to provide unpaid labour just to prove their capabilities. An interview should be a space to understand fit, potential, and alignment, while still respecting a candidate’s time, energy, and expertise. Interviews are meant to be two-way conversations. Applicants deserve space to ask questions, explore the culture, and see whether the organization aligns with their values. In my experience with Dash Social, that openness and curiosity were missing. The interviewers’ responses, or lack of response, to basic questions were particularly telling and did not inspire confidence. Overall, the process at Dash Social felt like poor quality, especially given that I came in with more relevant experience than the interviewers themselves. It was disappointing to see such weak communication and such little regard for candidates’ time and contributions. Organizations need to improve interviewer training, recognize the value that applicants bring into the process, and stop normalizing unpaid work as a condition of being considered.