What is the hiring process at HP?

Someone applying for a non-technical role can expect three to four onsite interviews. While some applying for a technical role, such as software developer or web developer, can expect three interviews focused only on their technical skills.

To begin, you'll want to go to HP's career portal and submit an application form including a resume and cover letter. Once you submit everything for the application you will receive a confirmation email. In one to two weeks, if qualified, you will be contacted by an HP recruiter.

A candidate for a technical role such as a software developer includes an initial phone screening from a recruit, a written round of testing, up to three technical tests and interviews, and further interviews with both the prospective manager and HR.

The written round consists of three major sections: a general aptitude test, a verbal ability test, and a technical test. The general aptitude test features assessments for mathematical skills while the verbal ability test measures logical reasoning abilities.

The technical Interview rounds are tailored to the position and involve solving problems, real-world scenarios, and puzzles. Someone applying to an entry-level software developer position, for example, can expect their technical interviews to include problems and mock scenarios.

An example of HP technical interview questions include:

• Where do you see five years down the lane?

• Why have you applied for a role at HP?

• Who are HP's main competitors?

• What are HP's objectives for the coming year?

• Do you know about the CEO of our company?

If you're applying for a management position at HP anticipate having a panel/group assessment that evaluates your problem-solving skills, and leadership cores and values.

A week after your last face-to-face interview, the recruitment team will inform you about how you performed on the assessments and interviews, and whether or not you can proceed in the hiring process to the onboarding stage.