National General Insurance Customer Support Representative Interview Questions
& Process

I had an initial phone call to set up a phone interview for later. The phone interview was about 10 minutes long, and then I got an on-site interview. The hiring manager or recruiter on the phone seemed unorganized, maybe new, because she stumbled when I asked about the job. She said she'd get back to me with answers. They ask if you have a license because it means more pay. The on-site interview was pretty chill. I met two managers who went over the job duties and asked me behavioral questions.

First, there's a recruiter call to get you excited. Then you go to their building for an assessment. They ask if that assessment really represents you. After that, they take you to a room, interview you, ask about your salary expectations, and tell you about the company. They take a really long time to get back to you, only to say you didn't get it because of the assessment. It's weird you have to take the assessment there and go through that whole step 3. They are very hard to reach and don't call back from the recruitment center until you find out. It's a shame because they lost a good opportunity to hire a valuable employee with their basic interviewing methods. I wasn't impressed after the interview due to the long wait and lack of calls or emails back from the recruiter. Good luck if you try to get hired by this company. They should be happy someone is trying to make money since they seem to want people who don't want to make money so they can keep it all. I guess telling them I want to make a lot of money was the issue? What's wrong with that? Keep having a 'no experience, no hire' policy and see how that works out. A business unwilling to hire experience. It's an experience I wish I had listened to others and passed on.

The hiring event took place at the Doubletree Hotel on University Parkway. After checking in and scanning my resume, there was about an hour's wait. The actual interviews were held in a separate room with more than 20 interviewers seated at tables. The interviews included standard questions about strengths, weaknesses, reasons for being hired, and tardiness. There was also a question about a time a customer tested my patience.