Phone screening first stage, formulaic getting to know you/competence style interview. "Tell me what your current role entails." "How have you improved efficiency/process in your role?" Was left with the impression that the interviewer was a long way from a subject matter expert on the role they were screening for.
Second round was face to face at LEGO's London office. More engaging as it was with a line manager who was highly experienced. The questions were more subtle in getting you to be open. Rather than experience, more about style, personality and drivers. I still wasn't 100% sure that they really knew what the real detail of the role involved.
Third round was a panel interview. A mix of people dialling in and face-to-face, HR, Line, Stakeholders etc. Broken into giving a presentation that you had to prepare in advance, then questions on that. Then a review of the Saville Wave personality type indicator test that was taken a week before the interview.
Panel played the standard 'good cop' - 'bad cop' roles. Some basic questions, some challenging to see how you'd react/if you could stay composed. Personality test review part really poor. These should be administered by trained coaches/professionals and quite a lot of time spent on them. It was run though in a few minutes. It was of zero benefit to me, which contrasts very differently to the thorough Hogan session I experienced with my current employer.
