| 17-04-2017 11:42 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
haha SP... and they wonder why they keep losing gd ppl to the big mncs.
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How you know they wonder why they keep losing gd ppl, you worked there before?
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| 17-04-2017 05:01 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
This just goes to show how lame and unprepared the whole AC setup is. It is common practice in any AC that all case study or business simulation must be designed in such a way that they minimize any advantage ex-staff/intern might have.
To conduct something that allows ex-staff to dominate the subject because of prior experience is laughable to any serious HR recruiter.
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haha SP... and they wonder why they keep losing gd ppl to the big mncs.
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| 16-04-2017 07:23 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
It's the prior knowledge they had on the case study topic I guess. So the 2 of them dominate the discussion right away. No low hanging fruits to pick
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This just goes to show how lame and unprepared the whole AC setup is. It is common practice in any AC that all case study or business simulation must be designed in such a way that they minimize any advantage ex-staff/intern might have.
To conduct something that allows ex-staff to dominate the subject because of prior experience is laughable to any serious HR recruiter.
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| 16-04-2017 06:18 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Haha why are you so easily intimidated? I don't think getting an internship at SP is difficult. And interning at SP does not impress me either.
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It's the prior knowledge they had on the case study topic I guess. So the 2 of them dominate the discussion right away. No low hanging fruits to pick
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| 16-04-2017 06:01 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
For me I knew it's over the moment 1-2 of the candidates in my group revealed that they are ex Singapore Power interns during the introduction phase.
On hindsight after viewing this thread, I think that's a good thing as I might have accepted it if I'm lucky enough to be offered.  |
Haha why are you so easily intimidated? I don't think getting an internship at SP is difficult. And interning at SP does not impress me either.
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| 16-04-2017 05:38 PM |
| Unregistered |
For me I knew it's over the moment 1-2 of the candidates in my group revealed that they are ex Singapore Power interns during the introduction phase.
On hindsight after viewing this thread, I think that's a good thing as I might have accepted it if I'm lucky enough to be offered.
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| 16-04-2017 01:39 PM |
| Unregistered |
merton RANSOM
Quote:
Originally Posted by Unregistered
The pre-interview assignment wise, they didn't make us agree to any NDA so... just a search on github (Singapore Power, SPgroup, SP Group) and you got your answers from others. I don't think they even evaluate your code honestly. More of a self-filter
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Haha I think it's more of a formality for IT grads, I highly doubt if they filtered anyone lol
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| 15-04-2017 11:48 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
Before going to the interview, I originally thought that Singapore Power is reinventing itself. After all last year they did manage to snatch some good talents according to the news
s://.techinasia.com/paypal-engineering-director-joins-singapore-power
s://.techinasia.com/singapore-power-sau-sheong
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All glcs do that from time to time, ie get a few senior managers with good pedigrees to rebrand and reorg. In the end all will be the same, the few hires will either give up the fight against the whole org or convert and become 1 of them.
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| 15-04-2017 07:03 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
I went for the group discussion day, not sure what kind of technical competency they are looking for, but seems to me that they did not manage to attract enough good IT students for that day itself.
Reason is, prior to the interview, we were supposed to complete a programming test. Someone in my group did not even complete the test, I think he left the hardest part, and yet still got called for interview. The test was self-timed, probably not easy to get the most efficient answer but definitely not difficult to complete. Besides the last portion which was the hardest, other sections are really easy. I guess they did not have many applicants so just called these people in to fill the seats.
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Before going to the interview, I originally thought that Singapore Power is reinventing itself. After all last year they did manage to snatch some good talents according to the news
s://.techinasia.com/paypal-engineering-director-joins-singapore-power
s://.techinasia.com/singapore-power-sau-sheong
But as I went to the group discussion interview, it is anything but that for new graduate hires. You might be better off applying as a full stack programmer directly than this iGrad program.
The pre-interview assignment wise, they didn't make us agree to any NDA so... just a search on github (Singapore Power, SPgroup, SP Group) and you got your answers from others. I don't think they even evaluate your code honestly. More of a self-filter
When I completed the assignment and notified the HR, she seem to be very concerned about what class of honours I get, which is kind of a red flag for me. I dislike such practices and usually avoid giving it unless it is really required.
I hope they will learn from this and do a better one next year
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| 15-04-2017 06:06 PM |
| Unregistered |
Quote:
Originally Posted by Unregistered
What SP can offer in terms of branding, pay and career progression is very limited. They might say they want top IT talents, but realistically speaking I doubt any good IT candidate will apply with them especially when so many IT super brands, banking or fintech consultancies can exceed them both monetary and non-monetary aspect.
SP main attraction is stability (slow pace) and job security. I don't think these are the areas that strong IT people will be interested in.
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A lot of GLCs got the same problem. Their pay is average, culture very local style and technology platforms so-so, but insist on super high expectations when hiring grads.
When I went interview with SATS program the same thing happened as well. Poorly organized assessments, asking a lot of obvious misfits down just to make up the numbers, arrogant HR trying to upsell and then you can see them slowly downgrading expectation as the good ones all reject their offer.
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