Internship applicants have rated the interview process at Enterprise Mobility with 2.7 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 68% positive. To compare, the company-average is 61.8% positive. This is according to Glassdoor user ratings.
Candidates applying for Internship roles take an average of 18 days to get hired, when considering 60 user submitted interviews for this role. To compare, the hiring process at Enterprise Mobility overall takes an average of 16 days.
Common stages of the interview process at Enterprise Mobility as a Internship according to 60 Glassdoor interviews include:
One on one interview: 27%
Phone interview: 23%
Drug test: 13%
Background check: 10%
Skills test: 9%
Other: 4%
Personality test: 4%
Presentation: 4%
Group panel interview: 3%
IQ intelligence test: 1%
Here are the most commonly searched roles for interview reports -
I applied online. I interviewed at Enterprise Mobility (Raleigh, NC) in Apr 2021
Interview
Simple phone interview. Asked questions about previous sales experience and handling difficult situations with customers. Also asked about time where you really sold a product. If you don't have a good example for that, good luck.
Interview questions [1]
Question 1
When was a time that you sold a customer a product?
It was smooth. Had one round on zoom just asking what I’ve done, and other behavioral questions. Then one in person which was also just behavioral questions but just a lot more questions asked.
I interviewed at Enterprise Mobility (Glasgow, Scotland)
Interview
The interviewers were patient. They seemed interested and genuine asking questions to get to know you. The interviewer didn't make you feel uncomfortable and talked you through the entire process.
Interview questions [1]
Question 1
Whats a time you've gone above and beyond for a customer?
I interviewed at Enterprise Mobility (Charlotte, NC)
Interview
The interview process typically begins with an application and resume screening to shortlist candidates based on their qualifications. This is followed by an initial screening interview, usually conducted over the phone or virtually, to assess basic fit, communication skills, and interest in the role. Depending on the position, a technical or skills assessment may be administered to evaluate domain-specific knowledge through online tests or take-home assignments. Candidates who progress further often face one or more rounds of interviews—these may include behavioral interviews to gauge soft skills and cultural fit, technical or panel interviews for in-depth skill evaluation, and a final round with hiring managers to discuss long-term goals and expectations. If selected, the candidate receives a job offer, and may go through reference checks or background verification before onboarding.