Hpe recruitment process: written exam, technical interview, hr interview

Hewlett Packard Enterprise (HPE) is a renowned IT company based in Palo Alto, California, US. HPE provides technology solutions and services to various clients, including small and medium-sized enterprises, large enterprises, and sectors such as healthcare and education. Every year, HPE conducts a recruitment process to select new candidates for their organization. The selection process consists of three rounds: a written exam, a technical interview, and an HR interview.

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Academic Criteria

Before applying for a job at HPE, it is important to meet the academic criteria set by the company. The academic criteria include:

  • A minimum of 65% overall throughout Class X, XII, and B.Tech
  • No backlogs
  • A gap in education of up to 1 year is acceptable

Written Exam

The first round of the HPE recruitment process is a written exam. The written exam consists of three sections: quantitative ability, verbal, and technical. The exam has a total of 55 questions, with 12 questions in quantitative ability, 8 questions in verbal, and 35 questions in technical. The total time allotted for the written exam is 75 minutes, and there is no negative marking.

Technical Interview

After clearing the written exam, candidates move on to the technical interview round. In this round, candidates are evaluated on their technical skills and knowledge related to the job they have applied for. The technical interview may include questions on programming languages, algorithms, data structures, and other technical concepts relevant to the job role.

HR Interview

The final round of the HPE recruitment process is the HR interview. In this round, candidates are assessed for their communication skills, problem-solving abilities, and their fit for the company culture. The HR interview is an opportunity for the candidate to showcase their personality, attitude, and motivation to work at HPE.

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The duration of the HPE recruitment process can vary depending on various factors. On average, the entire process can take around three to six weeks. However, for executive-level positions or roles with a high number of applicants, the process can take longer, sometimes up to several months.

It is essential for companies to keep in mind that during the hiring process, candidates are also evaluating the company. If the process takes too long, candidates may lose interest or consider other job opportunities. In today's competitive job market, it is crucial for companies to streamline their hiring processes to attract and retain top talent.

Risks of Lengthy Hiring Processes

Lengthy hiring processes can have several risks for companies:

  • Candidate ghosting : Candidates may lose interest or stop responding to communication from the company.
  • No-shows: Candidates may not show up for interviews or even quit shortly after being hired.
  • Loss of top talent: Slow hiring processes can lead to the loss of highly qualified candidates who receive offers from other companies.

To avoid these risks, companies should consider implementing best practices to expedite their hiring processes.

Best Practices to Expedite Hiring Processes

Here are some best practices that companies can follow to speed up their hiring processes:

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Create Hiring Standards

Establish clear hiring standards and timelines for each position. Train your human resources team and hiring staff on these standards to ensure smooth and efficient hiring.

Write Clear Job Descriptions

Provide detailed and transparent job descriptions that clearly outline the role, responsibilities, and expectations. Include information on salary, benefits, and perks to attract relevant applicants.

Publicize the Position

Utilize various channels to publicize the job position, such as local colleges and universities, social media platforms, and industry job boards. Employee referral programs can also be effective in attracting qualified candidates.

Use Technology

Leverage technology to streamline recruitment, interviewing, and hiring processes. Virtual candidate dashboards can provide candidates with updates on their progress and next steps. Technology can also help HR and hiring teams stay organized and ensure timely communication.

Establish a Preboarding Process

Preboarding is the period between a candidate accepting a job offer and their first day on the job. Use this time to provide resources about the company, communicate expectations, and complete necessary paperwork. This helps candidates feel engaged and committed to the company before they start.

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By implementing these best practices, companies can expedite their hiring processes, attract top talent, and reduce the risk of losing candidates to competitors.

The hiring process typically consists of several stages, which may vary depending on the company and the position. Here are the common stages of the hiring process:

Job Posting

The hiring process begins with the creation and posting of a job advertisement. The job posting should include a clear and detailed description of the job role, responsibilities, qualifications, and any other relevant information.

Resume Screening

Once the job posting period is over, the hiring team reviews the received resumes to shortlist candidates who meet the required qualifications and experience. This stage involves a preliminary evaluation of the candidates' skills, education, and work experience.

Phone/Screening Interview

The next stage is a phone or screening interview, where the hiring team conducts a short interview with the shortlisted candidates to assess their suitability for the role. This interview helps to further narrow down the candidate pool for in-person interviews.

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In-Person Interviews

In-person interviews are typically conducted in multiple rounds. The first round may involve a technical interview to assess the candidate's skills and knowledge related to the job. Subsequent rounds may include interviews with different team members or higher-level executives to evaluate the candidate's fit with the company culture and overall suitability for the role.

Reference and Background Checks

After the interviews, the hiring team may conduct reference checks by contacting the candidate's previous employers or professional contacts to verify their work experience and skills. Background checks may also be conducted to ensure the candidate's qualifications and credentials are valid.

Job Offer

If a candidate successfully clears all the previous stages and is deemed suitable for the role, the hiring team extends a job offer. The job offer includes details such as salary, benefits, start date, and any other relevant terms and conditions. The candidate then has the opportunity to accept or negotiate the offer before formally joining the company.


The final stage of the hiring process is the onboarding of the new employee. This stage involves integrating the new hire into the company, providing necessary training and orientation, and ensuring a smooth transition into their new role.

Each stage of the hiring process is critical in selecting the right candidate for the job and ensuring a successful onboarding process.

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The recruitment process at Hewlett Packard Enterprise consists of three rounds: a written exam, a technical interview, and an HR interview. Meeting the academic criteria is essential for applying to HPE. The duration of the recruitment process can vary, but on average, it takes around three to six weeks. Lengthy hiring processes can pose risks, such as candidate ghosting and loss of top talent. To expedite the hiring process, companies should establish hiring standards, write clear job descriptions, publicize the position, use technology, and establish a preboarding process. The stages of the hiring process include job posting, resume screening, phone/screening interviews, in-person interviews, reference and background checks, job offer, and onboarding.

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