Fragen im Vorstellungsgespräch zu Beschäftigung als Inside Sales Representative bei TriNet

Thanks to the Internet, the word is getting around. Trinet isn't going to last as a company. They will go bankrupt within 10 to 20 years 100% guaranteed unless they fix their hiring process. It's obvious Trinet has an inadequate hiring system and incompetent hiring managers. These hiring managers are costing the company hundreds of thousands of wasted dollars by playing some kind of "cult" game, basically toying around with highly qualified candidates, setting 4 to 8 interviews until making a decision, and then often giving their recruiters false feedback to justify the rejection. They're having fun though, at the expense of the company. They also have an extremely high turnover rate indicating that their absurdly lengthy interview process isn't effective. I have hired people off the street to work as inside sales reps with no sales experience whatsoever and turned them into All-Stars within a month. Trinet is incapable of doing anything similar. They're not looking for the best, but instead they're looking for something else, and it's apparent they are just looking for fun, wasting time having "fun" toying around with people. If I were the CEO Burton Goldfield I'd fire all of them, and replace the entire broken hiring system of Trinet.

3 phone interviews 2 in person interviews with a panel of people twice. All that to receive an email stating that they will pass me. No feed back at least as a courtesy after taking my time to meet with so many of them on 2 occasions. This process took about a month.

Multiple interviews, Group interview, which consisted of 4-6 other applicants fielding questions from the interviewer and some role play of common situations that we would face in our daily job duties . there was also an interview with manager, and interview with VP

Group Panel followed up by a one on one with Director of Sales. Very interactive as well as educational. We were taken on a tour of the facility as well which was a great addition to the process.

Phone screen interview to start. Then I completed a Panel interview with senior managers within the Sales Department. Then I interviewed with the Executive Director. Background check completed and then an offer was made.

Hiring manager was running behind schedule and had to leave the room before interview even started while their supervisor started the process. Exchanging pleasantries was of little to no interest due to running behind schedule. When hiring manager returned, it was clear they weren't going to add much because their supervisor had made the decision.