Insurance – Insurance Underwriter

Position Name: Insurance Underwriter

Interviewer

Candidate Name

Interview Date

Introductory Questions

– Interviewer(s) share name, role, tenure, and hand business cards for thank you messages
– Share a brief overview of the company
– Give Candidate the Job Description, highlight Job Purpose, Schedule/Travel, Major Challenges & Key Decisions, and Physical Requirements

Tell us about yourself.

Walk us through your professional background.

What are your short and long-term professional goals?

Transitional & Verification Questions

– Clarify any unclear information from resume or application
– Verify availability for work hours and schedule, start date, and other important details

What interests you about working for us?

What accomplishment on your resume are you most proud of?

Are you able to perform the essential functions of this position with or without reasonable accommodation?

Technical Questions

– Ask job related questions, based on skills and competencies needed for the role
– Ask open ended questions that allow candidates to tell a story about a specific example
– Ask 5-10 questions based on the role and how much time you have (~3-4 minutes per question)
– Listen for recent examples, details, consistency, the candidate’s role in the story, and teamwork
– Take notes and ask clarifying questions as follow-ups

List your top 3 technical skills.

What has given you the greatest sense of achievement at work and why?

Behavioral / Situational Questions

– Ask job related questions, based on skills and competencies needed for the role
– Ask open ended questions that allow candidates to tell a story about a specific example
– Ask 5-10 questions based on the role and how much time you have (~3-4 minutes per question)
– Listen for recent examples, details, consistency, the candidate’s role in the story, and teamwork
– Take notes and ask clarifying questions as follow-ups. Follow up questions may include:
- Tell us more about the action you took and the outcome.
- What did you say at that point?
- How did you react to that situation?
- Explain your role in more detail.
- Tell me in detail what steps you took.
- And what was the result?
- Describe the obstacles you faced in getting it done.
- What other options did you consider?
- Why do you think you reacted as you did?
- How do you think others felt about your actions at the time?
- Were you satisfied with the outcome of your actions?
- If the same or a similar situation presented itself, what would you do differently?

Adaptability

Tell me about a time when you faced a significant challenge working with people from a different department? What actions did you take?

Situation:

Action:

Result:

How would you rate yourself in terms of being flexible in your style? Can you give an example of when you were flexible and when you were not? What was different about the circumstances?

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Analytical/Detail Orientation

There are times when we inadvertently let details “slip through the cracks.” Tell me about a time when this happened to you. What was the cause? What were the results?

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How do you analyze and use information and data to support business decisions?

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We all have had times when we’ve found an error in our work only after it became a problem. When have you found yourself in this situation? How did you resolve the situation? What steps did you take to prevent errors from reoccurring?

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Communication

Describe your most recent conflict within a team setting because of a miscommunication and how you were able to solve it.

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Give me an example of the types of writing that is required of you in your current position. How do you go about beginning the writing process?

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Do you tend to take an observer/listener role or be an active participant in meetings? Tell me about a time when your preferred style worked well and a time when it didn’t.

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Performance Management

What elements of a performance management system have you enjoyed the most and least in your past experience?

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What is your preferred cadence for meeting with direct reports and providing performance feedback.

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Tell us about a star performer you managed. How did you keep them motivated and rewarded?

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Candidate’s Questions

– Be sure to leave time for their questions, generally 1-3
– Paint a positive but honest view of the pros and cons of the work and culture

Notes

Closing Questions

– Describe where you are in the process, next steps, and when they can expect to hear back
– Ask if they have any final remarks

What is one thing I should know about you that I haven’t asked?

Interviewer Assessment

Enter your overall assessment about the candidate’s knowledge, skills, abilities, and fit for this position.

Would you recommend this candidate advance in the process?