ArcelorMittal interview questions

Interview had one round covering basics like SOLID principles, ref vs out, CLR, and JIT. The interviewer also asked practical questions on SQL and LINQ to assess real-world problem-solving ability.

I was contacted by an external recruitment firm, People360d for an IT Service Manager position in Hyderabad within ArcelorMittal Technology Global Capability Center (GCC) Position: IT Service Manager Location: Hyderabad, Telangana, India Department: Global Technology Services / Digital Transformation / IT Projects Reports To: AMDS Head of Application The first round of interview was conducted on 26 February, and the discussion went well. I was informed shortly after that I had cleared the round and would be progressing to the second interview. The second round was initially scheduled for 4 March (Holi), but I later received a call stating that the panel would not be available that day. The interview was then mutually agreed to 6 March at 2:00 PM. However, I later received a calendar invite for 3:30 PM instead of the agreed time. After flagging the discrepancy and speaking with the recruiter, I agreed to attend the interview at 3:30 PM to accommodate the change. On 4 March, the meeting scheduled for 6 March was cancelled without any explanation or follow-up communication. After the cancellation, I attempted to reach out multiple times through phone calls, emails, and a WhatsApp message, but none of these attempts received any response. It is unlikely that my calls were missed unintentionally. During one of my attempts, the recruiter’s number showed as busy, indicating active use. However, subsequent calls were not answered, suggesting that the calls were likely seen but not returned. For a mid-senior managerial role, I expected a basic level of communication or closure. Hiring plans can change, roles can be put on hold, or candidates may not be progressed further. That is completely understandable when communicated transparently. However, complete ghosting after scheduling an interview creates a poor candidate experience and is a simple plain DISRESPECT. I hope the organization reviews how external recruitment partners represent the company during hiring processes. Advice to Management: Ensure external recruitment partners maintain consistent and professional communication with candidates. Even a short update or closure message makes a significant difference in candidate experience.