pb ReCommerce interview questions

My review would be a sterling example and total learning experience for both as a candidate and as an interviewer. The application process went from 13 Aug to 29 Sep, initial call was fixed by an HR with a senior Analyst (telephone interview) which went pretty well in terms of understanding what skills I have on a measurable scale. A case study was fixed after a week, this went well too as I got the feedback exact 48 hours over phone and the HR fixed a personal interview where I can give a presentation on what I wanted the company to know more about me. As an enthusiastic applicant I also prepared the case study with another BI tool to explain further during personal presentation. There were 2 persons from analysis team, the 2 persons for HR team, 1 Marketing and 1 person from management were present for the presentation. All went well until the questioning on assessment started. Presentation process went more or less like an interactive session which we would really appreciate, what I don’t understand is - 1. If 6 people present as interviewers, are they checking the candidate’s skill level or some of them consider this as a competition to showcase their own skill set? 2. As an HR, they are very good in addressing the matter and handling candidate during interview and this comes from a long background of them being trained and experience, however, do people from working team also possess the same skill of interviewing besides gaining regular work experience? Do team members present to interview the candidate require short training on conducting interviews? 3. As an interviewer, would they put across a question in such a way that the candidate could answer or reach a point where candidate gets confused what to answer? while screen has a visual representation already. 4. At some short time the questioning process went more like investigation, and going through plagiarism testing. 5. Little empathy goes a long way - An interviewer is in a position to allow candidate to reach their career goals when they are at a crossroad. This pandemic is not the same to all, it taught us not everything is permanent, and most of us have a pressure of finding jobs, besides moving away from comfort zone. 6. Structuring of interview process based on level of job itself could help saving both company's and candidate's time as every level has different types of skill assessments. The HR were super nice, they strongly believe in being nice to candidates as they may meet you only once. Some of the interviewers got feedback from top management on how to question during the interview itself with candidate presence. This took me off guarded as this never happened to me earlier. Overall, a very good experience I would say. Such interviews generally help us to face unexpected comings, different knowledge and interests of interviewers and how to handle them in the future. Good opportunity to know if we swim or drown in a given scenario. There was enough room for sharing your own ideas, however, what is questionable is getting a candidate with out of box questions situation – Does the 2-hour session bring out the best of candidates over 10 years’ experience? Every person has different way of showing their knowledge, do you look for your own style of presentation or appreciate other forms too? Finally, although my interests match the requirements, the other candidates were closer to convince for the job.