Solution Specialist

Date: Candidate:

1. Greeting the candidate and thanking him/her for interest in the Solution Specialist position and making the
effort to complete the application and go through the interview process.

2. Explaining that the purpose of the interview is to learn more about the candidate:
 Get acquainted
 Learn about your background and experience
 Help them understand the position and organization
3. The interview process:
 30 - 45 minutes
 First 10- minute opening
 10-min Open Presentation by Candidate

 Indicate that there may be periods of silence because you will be taking some notes
 After reading the job description are you able to perform the essential functions of the position
without any accommodations?
 Cover the Pay Plan and create excitement around the Commission Structure and income potential.
4. Interview questions and rating the candidate’s responses.
 Probe and Follow-up
 Prompt the candidate to obtain missing or additional information.
 If candidate has difficulty thinking of an example, ask them to think about an example they
have provided and consider its relevance.
 Take Notes
 Make sure your notes do not violate law or make any disparagement against the
candidate.
 Take notes of factual data.
5. Rate Candidates
 Immediately after the interview, take a few minutes to review and complete your notes.
 Using the scale below, assign a rating to each competency based on behavioral examples the
candidate provided.
 Determine the candidates score by totaling their scores and dividing by 19. Example 76÷19=4
 Candidates must score a 4 or greater to be considered for a position.

5 Well Above Standard (significantly exceeds requirements)

Evidence of competency is exceptional and reflects superior ability to perform; all aspects of
the competency are demonstrated to a high degree.
4 Above Standard (exceeds requirements)
Evidence of competency is above-average and reflects more than adequate ability to perform;
all or most aspects of the competency are demonstrated at above – average.
3 Meets Standards (meet requirement)
Evidence of competency meets expectations and reflects an adequate ability
2 Below Standard (below expected requirements)
Evidence of competency is in adequate in key aspects.
1 Well Below Standard (falls significantly below requirements) Evidence of candidate
demonstration of the competency is far from adequate in all or most respects.
Topic Notes Score
Tell me about yourself (Ask if the candidate did not do an open No Score Necessary
presentation or you didn’t do a preliminary call session)

Dependability, Initiative and Diligence

How would your previous supervisor describe your job

performance and work attendance?

Describe a difficult problem you encountered recently where

no supervisor was immediately available and how you handled
it?

Two hours before your start time you learn the weather is
going to be bad and the traffic will be worse, how would you
respond?
Sales Experience

Sell me something

What differentiates Cricket from Boost or T-Mobile?

What are three important qualifying questions you would ask

every customer to determine their needs?

Tell me about a time when you felt you were at your best with
helping a customer.

How do or would you handle customer objections to upgrading

or activating service with Cricket?

Teamwork/Adaptability
Describe a situation when you felt uncomfortable with a
coworker due to difference of opinion. How did you handle?

Describe an instance when you volunteered to help or assist a

co-worker in completing a task.

It can be frustrating when things are no clear-cut. Have you

ever encountered such a situation? How did you deal with it?
 Leadership Potential
Explain a situation, where you had to make a decision or solve
a problem without a supervisor’s input.

Describe a specific work or school project or activity in which

you had to identify tasks and set priorities for others. How did
you plan and organize the work for the group?

Recount a situation when you followed up on a problem or

issue to ensure customer satisfaction.

Describe a supervisor or leader that you worked with that you

admired and why.

Motivation
What motivates you?

What is your ultimate career aspiration?

What accomplishments in your life are the most

important to you?

Why should we choose you over any of the other candidates?

Total :

Interview Close

Provide information on position, organization, or location. If you are the last interviewer, check the candidate’s
understanding of these areas. (Note anything that appears to match or conflict with the candidate’s stated
motivations and preferences.)

Please score each category

Communication?—Clearly conveying information and ideas through a variety of media to individuals or groups in a
manner that engages the audience and helps them understand and retain the message.

Impact
Creating a good first impression; commanding attention and respect; showing an air of confidence
 Dress appropriately
 Professional Demeanor
 Confident

Questions (Candidate). 10 minutes

End Interview

 Next Steps in selection process

 Thank them for their time and for a productive interview
 Take Away / Commitments: