2026 Interview Team Training – Complete Reference Guide

• 1  Overview
• 2  Before the Interview
• 3  Body Language
• 4  Candidate Red Flags
• 5  Do's and Don'ts
• 6  Interview Guide
• 7  Candidate Questions
• 8  Closing the Interview

Manager

• Review the resume if available
• Be prepared for questions
• Dress appropriately / maintain proper hygiene
• Be on time
• Plan for the interview to last 20–25 minutes

Candidate

• Was the candidate on time?
• Is the candidate comfortable talking and interacting?
• Is the candidate dressed for an interview?
• Does the candidate have basic knowledge of TRANZACT and the position?

• Use SENSE Software for self-scheduling or direct scheduling
• Send a virtual interview invite via Teams 
• Confirm candidate availability 24 hours in advance
• Provide clear instructions for joining

Okay

• Work experience and skills
• Role expectations and scheduling
• Availability and flexibility

Not Okay

• Age, race, religion, or national origin
• Marital status, children, or pregnancy
• Disabilities unrelated to job functions
• Promises without manager approval

Our collective success hinges on mutual support, especially during peak periods. By working together as a cohesive team, we can achieve excellence and meet our goals effectively.

• Punctuality: Log in no earlier than 5 minutes before your shift begins.
• Tardiness: Notify via call, text, email, or Teams. Leave a voicemail if you select to call. No response within 10 minutes, use a second method.
  • Monti Work: (945) 283-1806
  • Monti Personal: (469) 288-4533 (OUTSIDE WORK HOURS ONLY)
  • Aaliyah Work: (980) 415-5987
• Call-Out: All call-outs are unpaid. Notify at least 4 hours before your shift. 
• No-Call No-Show: 2 occurrences = removed from the seasonal role and disciplinary action up to termination.

• Overtime required and will be notified when mandatory.
• Overtime is during weekdays and on Saturdays. 
• Overtime must be pre-approved.
• Unapproved overtime leads to disciplinary actions.

• Vacation/PTO request submitted at least 2 weeks in advance. No more than 3 consecutive days. 
• Blackout dates during AEP and OEP — no vacation approved.
• Time off requests are reviewed on a case-by-case. First-come, first-served based on when the email was received. No other form of communication will be acknowledged.

Message: Hi, this is (Name) with TRANZACT. You were scheduled today for an interview at (time and time zone). Will you be able to join the virtual interview?

No response (10 mins) — place as no-show

• Technical issues: Call candidate. Let them know you are about to call. Keep your eye on Sense for a response.
• Reschedule: Allowed 1 reschedule.

Message: Hi, this is TRANZACT. I am reaching out to you regarding your resume for our Licensed Insurance Agent position. I would be interested in scheduling an interview with you. Are you still interested and available? If so, please reply, and we will get you scheduled as soon as possible.

Subject: Licensed Insurance Agent Position – TRANZACT

Hello (Candidate Name),

I hope this message finds you well. My name is (Name), and I am reaching out on behalf of TRANZACT regarding your application for our Licensed Insurance Agent position. We are currently scheduling interviews and would love the opportunity to speak with you.

Please reply or call at your earliest convenience. We look forward to hearing from you!

Best regards,
(Name)
TRANZACT Interview Team

• Track all candidates on: 2026 Candidate Tracking.xlsx
• On the Spot Interviews
• First contact: call the candidate.
• If contacted: "Hello, my name is (name) from TRANZACT. I am part of the Interview Team. I received your resume and wanted to know if you are still interested in our ____ position. Would you be available for an interview?"
• If not contacted: Leave voicemail — "Hello, my name is (name) from TRANZACT. I received your resume for our ____ position and wanted to know if you were available for an interview. Thank you, have a wonderful day!" (Follow up via text.)
• 3rd call — second voicemail optional.
• Full voicemail box: text, then call/email.
• Update tracking each time you reach out.

Step 1 – Ask for Zip Code

• Within 30 miles: site interview.
• Outside 30 miles: WFH interview.

Step 2 – Site Interview

• Confirm location with candidate.
• Send calendar invite with address and parking.
• Remind candidate to bring government-issued ID.

Step 3 – WFH Interview

• Send Teams or Zoom link.
• Confirm working camera and microphone.
• Quiet, professional environment required.

📄 Frequently Asked Questions

A state-by-state reference chart listing the 2026 minimum wage rates by state and city/county level, with indicators showing which roles (Sales, MC, QA) apply in each location. Use this to ensure candidates are informed of applicable pay floors during the interview process.

Outlines TRANZACT's hybrid work schedule and site location policy. Agents within 50 miles of a site work in a hybrid capacity (PLE/LIC), while licensed agents located 50+ miles from a site — including qualifying states such as West Virginia — may be eligible to work from home (WFH).

A site-by-site reference document outlining PLE (Pre-License Education) training logistics for each TRANZACT location. For each site, it details the PLE training format (on-site or virtual), 30-day training structure, hybrid/WFH eligibility, and bilingual training availability. Key sites include Beckley (BEC), Canton (CAK), Tampa (TMP), Richardson (RTX), Fort Myers (FTM), and South & North Charlotte — each with specific on-site requirements and training durations ranging from 2 to 3½ weeks.

These training videos directly support TRANZACT's commitment to building a high-performing, compliant, and customer-focused sales organization. They strengthen my ability to execute structured, high-volume recruiting while aligning with our core values: Be Direct, Be Responsible, Be Trustworthy, and Be Passionate.

Through interview training content, I've enhanced my ability to lead structured and consistent interviews, ensuring each candidate is evaluated fairly while maintaining efficiency during peak hiring seasons. This directly supports TRANZACT's need for scalable, high-quality hiring processes.

The focus on behavioral interviewing and candidate communication improves how I assess sales candidates—particularly their resilience, adaptability, and ability to connect with a 65+ customer base. Additionally, body language and engagement techniques allow me to better evaluate candidate confidence and authenticity in a sales-driven environment.

The training around unconscious bias, cognitive bias, and interview bias traps ensures I am making objective, data-driven hiring decisions, reducing risk while supporting diversity and inclusion across our hiring practices.

Content related to ADA compliance and reasonable accommodations reinforces my responsibility to maintain ethical and legally compliant hiring processes, ensuring all candidates are treated fairly and appropriately.

Lastly, identifying red flags and green flags strengthens my ability to quickly determine candidate fit, which is critical in a fast-paced, high-volume recruiting environment like TRANZACT.

The 2026 Agent Interview Guide is a Smartsheet form used by TRANZACT interviewers to log candidate information and interview outcomes during hiring events (in-person or virtual).

"Hello [Your Name], My position here at TRANZACT is (position). We are pleased to have the opportunity to discuss this position with you and to learn more about your experience."

• Interviewer – The team member conducting the interview (required, dropdown)
• Shadow Interviewer – An observer/trainee sitting in on the interview (optional, dropdown)
• Type of Hiring Event – In-person or Virtual
• Candidate Name – Must be in proper case; used in all future communications
• Candidate Email – Must match prescreen email; used for all hiring communications
• Site – The TRANZACT location associated with the candidate
• Candidate's Primary Phone Number – Numbers only, no symbols or dashes; must match prescreen
• Did the candidate show? – Select Show or No Show

The Interview Guide Dispositions document defines the outcome codes (dispositions) used to classify the result of each candidate interview. It ensures all interviewers record consistent outcomes for tracking and reporting in the candidate tracking system.

• After completing each interview, select the disposition that best describes the candidate's outcome
• Record the disposition in the 2026 Candidate Tracking spreadsheet
• Dispositions are used by the team lead to monitor pipeline health and follow-up priorities

• Hired / Direct Hire – Candidate accepted and will be onboarded
• Not Interested – Candidate declined the opportunity
• Not Qualified – Candidate did not meet position requirements
• No Show – Candidate did not appear for the scheduled interview
• Follow Up Required – Additional contact or review needed before a decision
• Pending Decision – Interview completed; outcome not yet determined