Omnia

Coaching Sales Professionals to be Extraordinary

Fifty-five percent of the people making their living in sales do not have the right skills to be successful.  Let that number sink in … over half need more coaching. How many are on your sales team? According to the U.S. Bureau of Labor Statistics, over 14.3 million people are working in sales and related revenue-generating occupations, so that means only 6.5 million of them will be successful. Can you imagine how many unhappy, dissatisfied salespeople are frustrated that they’re not hitting their numbers and are miserable going to work each day?

When I came across this study, I was genuinely alarmed. In fact, the article was called “21 Mind-Blowing Sales Stats”. And blow my mind, they did.  It was a stop what I’m doing and take a huge gulp moment.  And I truly believe it doesn’t have to be this way. These are numbers that can be improved. When people are aligned to a role that best fits their unique personality traits and strengths and is supported by a leader committed to coaching and developing them along the way, they can be successful.  Mindtickle recently published a study that says effective sales coaching can improve sales reps’ performance by 20%.

First, we must embrace the reality that coaching is not a one-size-fits-all endeavor, which might explain why it often falls to the wayside. A sales leader must understand the unique traits, strengths, challenges, and motivational drivers for their individual sales reps to coach effectively. The good news is, there is an easy way to enable and coach different personality styles that actually work. Employee behavioral assessments promote a deeper understanding of your sales reps’ personality traits. All it takes is ten minutes of your employee’s time and a willingness to use the information to modify coaching and leadership techniques based on personality styles.

Once you know the innate individual traits among your team members, you can design action plans for coaching and development.  This data also provides helpful insight into how best to motivate individuals and, better yet, avoid de-motivating them. Let’s look at some examples across a few primary sales personality traits The Omnia Group measures.

Level of Assertiveness: If you’ve got individuals on your team who have an extremely high level of assertiveness, and hopefully you do, you can be comfortable knowing they are typically self-driven with a strong need to win.  It’s likely that these individuals don’t need coaching to make enough calls, get to the decision-makers, and ask for the business.  On the flip side, though, sales reps with this trait can come across as overly aggressive and may have difficulty backing down from deals that aren’t going to happen. To coach this style effectively, take time to observe their sales calls and watch for an overly forceful tone. Listen to how their buyers react to this style.  Use these observations to bring awareness to your sales rep on the impact their behaviors may have on winning over the prospect and getting the deal.

Professionals with a high level of assertiveness are motivated by individual goals and knowing their progress toward those goals. They love seeing their achievements posted on weekly sales standings.  They’re likely to be de-motivated by an overly zealous sales leader who wants to be on every call with them – these folks like to run their own show.  So when you go on calls with them, you need to bring your A-game and make sure you’re adding value to the call.

Another important personality trait to understand is the individual’s communication style.  Some salespeople are highly motivated by being around people and are natural rapport builders. While they can win people over easily with their enthusiasm, they may not be listening closely enough to discern the client’s true need for your solution or identifying the concern that keeps them from buying.  When going over a deal review, make sure you ask these individuals for details regarding the client’s needs and their genuine concerns. Actively engage in brainstorming on how to best follow through to keep the deal moving forward.  Also, be sure they have identified the actual decision-maker and aren’t just relying on a single relationship to get the deal.

Individuals who are highly communicative and people-oriented may be struggling the most with not being able to make face-to-face appointments right now, and they likely miss collaboration with their teams.  Ensure they have the support to attend virtual networking events and offer up multiple ways to connect with colleagues across the organization.  While a lot of the world is “Zoomed out,” sales reps with this personality trait will likely be energized by virtual happy hour and ice breaker activities.

Another concerning statistic is this one: Over 60% of salespeople are more likely to leave their job if their manager is a poor coach. Coaching, like most skills, requires practice and focused attention. It’s a good bet that the manager didn’t have effective coaching skills or wasn’t hitting the right mark in coaching the sales rep based on individual needs.  This leads me to another key sales trait…

The Need for Autonomy vs. Structure: Sales professionals with a high need for autonomy could have a visceral reaction to a sales leader who micro-manages their activities or a finance department that buries them knee-deep in the weeds of contract terms and conditions.  These sales individuals are not naturally focused on details and resist getting bogged down in them. And yet, we know as sales leaders that these details can make or break a deal. It’s best to arm a big-picture salesperson with a strong support system to proofread their proposals or go over product details with their clients.  They thrive when they have a strong sales engineer, solution architect, or client advisor supporting them and the client through the sales cycle.  They’ll be indebted to the sales leader who gets them these resources, and the deals they bring in will make it worth the investment.

It’s also super important to be consistent in coaching and development across your sales team.  Nobody is motivated when they’re held to a different standard, perceive they have less support, or feel they don’t have the resources to effectively do their job.  Here are some key questions to ask ourselves when it comes to making sure we’ve set up our team for success:

Have I clearly defined expectations?  It’s important that everyone clearly understand what success looks like and what key behaviors and activities are expected across the team. Then, be sure you hold everyone accountable. People notice when someone else is getting away with something they’re not and de-motivated when others don’t do their share.

Have I provided sufficient training? Every salesperson comes with different experiences and skillsets. Conduct a gap analysis and clearly identify what skills need to be developed at an individual level, then provide the training needed to get them there. High-performing sales organizations are twice as likely to provide ongoing training as low-performing ones. (75 Key Sales Statistics That’ll Help You Sell Smarter in 2020)

Have I “inspected what I expect”? – Once you’ve laid out expectations, it’s critical to review and make sure the actions are taking place. Provide on-going recognition and praise for the people who are doing what you expect; highlight how these actions led to wins and successes.  For those not doing what you expect – double down on the coaching and explore why it’s not happening.  It may be that more training is needed, or it may be that this person is not up for the job.

Am I adapting to changing circumstances? – Clearly, the goals we set in January 2020 may not be realistic for where we are today.  The best organizations and leaders are agile and adaptive to changing circumstances.  Salespeople are motivated by wins.  Make sure you’re adjusting your goals, expectations, and leadership approach to current times.

And finally – Have I asked for feedback?  Let’s face it, we don’t have all the answers, and we don’t always get it right.  Take time to ask your salespeople what it is that you can do to better support their success.  There may be things you’re doing that you’re not aware of that are de-motivating and having unintended consequences on their productivity.  This can be a tough thing to do. Put your ego aside, listen to what they have to say, look for trends and consistent themes, and, most importantly, act on what you heard.

As sales leaders, we have a responsibility to our business to bring the revenue in, and the only way we can do that is through an engaged,  productive, and successful sales team.  When we take the time to understand what makes our teammates tick, what motivates and demotivates them, and what they need for development, we can provide the specific coaching they need to hit that success.  Just think, we can contribute to millions of people going to bed each night knowing they have what it takes to succeed and happier in their jobs. Let’s get to it.

Speak to the Author!

Have an article specific question or want to continue the conversation? Now you can! Contact the author directly through the short form below and Keather Snyder will respond to your query. If you have a more general question please use our chat function, call 800.525.7117, or visit our contact us page and we’ll have a subject matter expert answer your questions.


Picture of Keather Snyder

Keather Snyder

Keather Snyder is President & Chief Operating Officer of The Omnia Group, a leader in helping organizations optimize their talent selection, development and company culture. She is dedicated to helping organizations drive results through the power of their people. Keather is also hugely passionate about developing our future generation of leaders and dedicates personal time to mentoring college age and early career professionals.

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Others

Others

If your industry is not listed, don’t worry – we specialize in creating custom solutions for unique business needs. Our team will work closely with you to understand your talent requirements, company culture, and challenges. We’ll then develop tailored job profiles that reflect the skills, attributes, and competencies crucial for success in your industry.

Government & Public Services

Government & Public Services

In the government and public services sector, where serving the community and managing resources efficiently is paramount, finding candidates with a strong sense of public service and analytical skills is crucial. We help you identify individuals who can navigate complex regulations, implement policies effectively, and serve diverse constituencies.

Our behavioral and cognitive assessments and customized job profiles for various public sector roles enhance your ability to hire the right fit. These insights enable you to develop capable teams, improve service delivery, and maintain public trust in your organization’s mission.

Use Omnia benchmarking or explore custom profile creation for any of the following jobs and beyond to increase your hiring predictability.

  1. 911 Dispatcher
  2. Accountant
  3. Accounts Payable Clerk
  4. Administrative Specialist
  5. Chief Building Official
  6. City/Town Clerk
  7. City Manager
  8. City Mechanic
  9. Community Development Director
  10. Community Marketing Specialist
  11. Community Services Director
  12. County Appraiser
  13. Director of the Department of Public Works
  14. Finance Director
  15. Fire Chief
  16. Housing Project Manager
  17. HR Manager
  18. Maintenance Technician
  19. Police Chief
  20. Police Commander
  21. Police Officer
  22. Police Sergeant
  23. Safety Specialist


If a job you need filled is not listed, don’t worry – this is just a sample of custom positions we can create for your unique hiring needs.

Education

Education

In the education sector, where shaping young minds and adapting to new learning paradigms is crucial, identifying candidates with both subject expertise and effective teaching skills is vital. We assist you in identifying educators who can inspire students, embrace innovative teaching methods, and contribute to a positive learning environment.

Our behavioral and cognitive assessments and customized job profiles for various educational roles significantly increase your chances of hiring the right fit the first time. These insights not only help you support professional development and improve student outcomes but also create an engaging educational experience for all.

Use Omnia benchmarking or explore custom profile creation for any of the following jobs and beyond to increase your hiring predictability.

  1. Academic Advisor
  2. Academic Coordinator
  3. Administrative Assistant
  4. Admissions Representative
  5. Coach
  6. Corporate Trainer
  7. Curriculum Designer
  8. Dean
  9. Guidance Counselor
  10. Librarian
  11. Nutritional Service Worker
  12. Paraprofessional
  13. Principal
  14. Receptionist
  15. Registrar
  16. Student Affairs Representative
  17. Superintendent
  18. Teacher
  19. Teaching Assistant
  20. Vice Principal


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Hospitality

Hospitality

In the hospitality industry, customer experience makes or breaks the business. Hiring candidates with an exceptional service orientation, operations efficiency, and adaptability is key to success for any travel and tourism business. We help you identify individuals who can create memorable guest experiences while efficiently managing operations behind the scenes.

Our assessments and customized job profiles for various sectors—from hotels to cruise lines and other travel sectors—enhance your ability to hire the right fit for every role. These insights enable you to foster a culture of service excellence and develop teams that can thrive in this dynamic, guest-focused industry.

Use Omnia benchmarking or explore custom profile creation for any of the following jobs and beyond to increase your hiring predictability.

  1. Concierge
  2. Front Desk Manager
  3. Guest Services Manager
  4. Guest Services Representative
  5. Hotel Director
  6. Housekeeper
  7. Housekeeping Manager
  8. Loyalty and Sales Associate
  9. Loyalty and Sales Manager
  10. Marketing Manager
  11. Operations Manager
  12. General Manager
  13. Receptionist
  14. Restaurant Manager
  15. Room Attendant
  16. Spa Manager


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Real Estate & Construction

Real Estate & Construction

In the real estate and construction sectors, where project management and client satisfaction are critical, finding candidates with a mix of technical knowledge and people skills is crucial. We assist you in identifying professionals who can manage properties, adhere to regulations, and deliver quality results.

Our assessments and customized job profiles for roles across these industries increase your chances of hiring the right fit the first time. These insights help you develop well-rounded teams, improve project outcomes, and maintain a competitive edge.

Use Omnia benchmarking or explore custom profile creation for the following jobs and beyond to increase your hiring predictability.

  1. Accounts Payable and Receivable Associate
  2. Assistant Property Manager
  3. CAD Drafter
  4. Community Affairs Personnel
  5. Construction Coordinator
  6. Construction Project Manager
  7. Contracts Coordinator
  8. Customer Care Associate
  9. Design Personnel
  10. Director of Construction
  11. Director of Design and Product Development
  12. Director of Purchasing
  13. Estimator
  14. Engineer
  15. HOA Manager
  16. Land Acquisition Specialist
  17. Land Development Manager
  18. Leasing Consultant
  19. Maintenance Technician
  20. Marketing Coordinator
  21. New Home Sales Associate
  22. Online Sales Counselor
  23. Payroll / Benefits Administrator
  24. Permitting Coordinator
  25. Pool Construction Manager
  26. Pool Designer/Sales
  27. Property Manager
  28. Public & Political Relations
  29. Purchasing Agent/Analyst
  30. Purchasing Coordinator
  31. Purchasing Estimator
  32. Purchasing Manager
  33. VP of Construction
  34. VP of Land Acquisition
  35. VP of Land Development
  36. VP of Operations
  37. VP of Purchasing
  38. VP of Sales
  39. Warranty Personnel
  40. Waterscapes Coordinator


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Media

Media

In the fast-paced media industry, where creativity meets deadlines and audience engagement is critical, securing candidates with innovative thinking and practical skills is essential. We help you select individuals who can create compelling content, adapt to new platforms, and understand audience dynamics.

Our cognitive, behavioral, and grammar assessments and customized job profiles for various media roles—from content creators and producers to sales and marketing specialists—enhance your ability to hire the right fit for each role. These insights enable you to nurture creativity, improve team collaboration, and stay relevant in an ever-changing media landscape.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Assignment Editor
  2. Broadcast Producer (TV)
  3. Digital Producer
  4. Director of Sales
  5. IT/Systems Engineer
  6. Master Control Operator (TV)
  7. Media Sales – Media / Radio Sales
  8. On-air Personality – Radio
  9. On-air Personality – Television
  10. Photojournalist
  11. Sales Manager – Media / Radio Sales
  12. Social Media Specialist
  13. Traffic Director  


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Healthcare

Healthcare

In healthcare, where patient care and technological advancements intersect, securing candidates who are committed to helping others and eager to learn is essential. We assist you in identifying professionals who can deliver high-quality care while adapting to the latest medical technologies and practices.

Our behavioral and cognitive assessments and customized job profiles for various roles—at dental and healthcare practices, rehabilitation and research centers, and veterinary clinics—enhance your ability to hire the right fit for every role. These insights enable you to foster a patient-centric culture and support the professional growth of your team in your specialized healthcare sector.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

 Dental  

  1. Associate Dentist
  2. Dental Assistant
  3. Dental Front Office
  4. Dental Hygienist
  5. Dental Office Manager   


Healthcare General     

  1. Activities Aide
  2. CNA
  3. Case Manager
  4. Clerical
  5. Clinic Front Office
  6. Clinic Office Manager
  7. Customer/Patient Service Clerical
  8. Environmental/Food Service
  9. Janitorial – Medical or Laboratory
  10. Lab Technician
  11. Management
  12. Medical Assistant
  13. Medical Billing
  14. Medical Device Sales
  15. Occupational Therapist
  16. Physical Therapist
  17. Physician (Clinic)
  18. RN
  19. Scheduler
  20. Speech Therapist


Rehabilitation

  1. Clinic Front Office
  2. Clinic Office Manager
  3. Occupational Therapist
  4. Physical Therapist
  5. Speech Therapist       


Research        

  1. Clinical Research Coordinator
  2. Research Assistant                


Veterinary     

  1. Veterinary Assistant
  2. Veterinary Office Manager
  3. Veterinary Practice Manager
  4. Veterinary Receptionist (front desk)
  5. Veterinary Technician
  6. Veterinarian  


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Staffing & Recruiting

Staffing & Recruiting

In the staffing and recruiting industry, where understanding people and markets is essential, finding candidates with strong interpersonal skills and business acumen is crucial. We assist you in identifying professionals who can effectively match talent with opportunities and build lasting relationships with clients and candidates alike.

Our behavioral and cognitive assessments and customized job profiles for roles across the staffing spectrum increase your chances of hiring the right fit the first time. These insights help you develop your team’s capabilities, improve placement success rates, and stay ahead in this dynamic industry.

 Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. HR Director
  2. HR Generalist
  3. HR Manager
  4. Payroll/Benefits Administrator
  5. Recruiter
  6. Relationship Manager
  7. Talent Acquisition Specialist       


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

professional-services-

Professional Services

In the professional services sector, where client relationships and job-related expertise are key differentiators, finding candidates with a balance of technical knowledge and soft skills is crucial. We help you identify individuals who can deliver high-quality services while building and maintaining strong client relationships.

Our behavioral, cognitive, and grammar assessments and customized job profiles for various roles—from desk jobs to field jobs—enhance your ability to hire the right fit the first time. The insights from our profiles enable you to nurture talent, improve client satisfaction, and maintain a competitive edge in your specific service area.

Use Omnia benchmarking for the following job profiles to increase your hiring predictability.

  1. Account Manager
  2. Accountant
  3. Accounting Manager
  4. Administrative Assistant
  5. Attorney
  6. Bookkeeper
  7. Business Analyst
  8. Buyer/Purchasing/Procurement
  9. Call Center Manager
  10. Call Center Representative
  11. CEO
  12. CFO (Chief Financial Officer)
  13. CFO (Chief Financial Officer)
  14. Chief Sales and Marketing Officer
  15. CIO (Chief Information Officer)
  16. Clerical Supervisor
  17. Collections
  18. Communications Coordinator
  19. Compliance Auditor
  20. Controller
  21. COO (Chief Operating Officer)
  22. Corporate Trainer
  23. Customer Service
  24. Customer Service Manager
  25. Digital Content Creator
  26. Digital Marketing Manager
  27. Estimator
  28. Event Coordinator
  29. Executive Assistant
  30. Grant Writer
  31. Graphic Designer
  32. HR Director/Manager
  33. HR Generalist
  34. Manager
  35. Marketing Assistant
  36. Marketing Manager
  37. Office Manager
  38. Operations Manager
  39. Operations Support
  40. Paralegal/Legal Assistant
  41. Payroll/Benefits Administrator
  42. PR Manager / Public Information Officer
  43. Process Improvement Manager
  44. Production Expediter
  45. Production Planner/Scheduler
  46. Project Manager
  47. Quality Assurance Specialist
  48. Receptionist
  49. Recruiter
  50. Relationship Manager
  51. Social Media Specialist
  52. Talent Acquisition Specialist


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Information Technology

Information Technology

In the rapidly evolving IT industry, where innovation is constant and technical skills quickly become obsolete, identifying candidates with a combination of expertise for the current needs and the ability to learn and adapt to new technologies is vital. We empower you to select tech professionals who can drive your digital initiatives forward while adapting to emerging technologies.

Our behavioral and cognitive assessments and customized job profiles for each role—from CIOs to database administrators, software developers, and IT managers—increase your chances of hiring the right fit the first time. The insights from our job profiles help you create targeted development plans, fostering a culture of continuous learning and innovation in your IT team.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. CIO (Chief Information Officer)
  2. Cyber Security Specialist
  3. Database Administrator
  4. Graphic Designer
  5. Inside Sales – SaaS (appointment setting)
  6. IT Director
  7. IT/Systems
  8. Practice Leader – Cloud
  9. Quality Assurance Tester
  10. Software Developer
  11. Software Support Trainer
  12. Tech Leader – Delivery Practice
  13. Technical Account Manager (Sales)
  14. Web Designer
  15. Web Developer

          
If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Manufacturing

Manufacturing

In the manufacturing sector, where efficiency and precision are necessary, you need candidates with a blend of technical expertise, high adaptability, and resilience. We help you identify individuals who can thrive in a production environment, embrace lean practices, and drive continuous improvement.

Our behavioral assessments and customized job profiles for each role—from production line workers to process engineers—increase your chances of hiring the right fit the first time. These insights help you develop talent, improve retention, and maintain a skilled workforce ready to meet the evolving demands of modern manufacturing.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Buyer/Purchasing/Procurement
  2. Customer Experience Coordinator
  3. Estimator
  4. Fleet & Equipment Manager
  5. General Manager
  6. Heavy Equipment Operator
  7. Laborer
  8. Machine Operator
  9. Manufacturing Assembler
  10. Process Improvement Manager
  11. Production Expediter – Shipping/Receiving Material Handler
  12. Production Planner/Scheduler
  13. Production Supervisor
  14. QC Technician
  15. Safety Coordinator/Manager
  16. Sourcing Manager
  17. Technician (Installation and Repair)
  18. Warehouse Associate
  19. Warehouse Manager     


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Automotive

Automotive

In the automotive industry, where innovation drives success and customer satisfaction is the highest priority, finding candidates with the right mix of technical mindset and interpersonal skills is crucial. We help you identify individuals who can thrive in this fast-paced environment, adapt to technological advancements, and deliver exceptional customer experiences.

Our behavioral assessments and customized job profiles for each role—from car dealerships to boat and RV dealers—increase your chances of hiring the right fit the first time. The insights from these profiles help you nurture talent, guide career progression, and keep your workforce engaged and productive in a constantly evolving industry.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Bookkeeper/Accountant
  2. Body Shop Estimator
  3. Body Shop Manager
  4. Body Shop Technician
  5. Controller
  6. Customer Relations Representative
  7. Customer Relationship Specialist
  8. Detailer
  9. F&I Manager
  10. Fixed Operations Director
  11. General Manager
  12. Lot Attendant/Porter
  13. Office
  14. Parts Counter / Parts Associate
  15. Parts Manager
  16. Powersports Sales
  17. Receptionist
  18. Reconditioning Foreman
  19. Sales
  20. Sales Manager
  21. Service Advisor
  22. Service Manager
  23. Service Technician Team Lead
  24. Service Technician
  25. Title Clerk
  26. Used Car Sales
  27. Valet
  28. Warranty Administrator
  29. Warranty Clerk   

Business Development Center          

  1. Call Center Manager
  2. BDC Director
  3. BDC Representative
  4. Inside Sales
  5. Internet Sales
  6. Inside Sales Manager
  7. Service Coordinator


Boat and RV    

  1. Boat Sales
  2. Customer Relations Representative
  3. Powersports Sales
  4. RV Orientation/Delivery
  5. RV Sales
  6. RV Service Advisor

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Financial Services

Financial Services

In the financial services sector, where trust is currency and regulatory compliance is non-negotiable, securing candidates with analytical prowess, a commitment to quality, and client-centric attitudes is essential. We empower you to identify individuals who can navigate complex financial landscapes while maintaining the highest standards.

Our behavioral and cognitive assessments and customized job profiles for each role—for credit unions, banks, and other financial institutions—empower you to make informed hiring decisions. The insights from these profiles enable you to provide targeted professional development, ensuring your team remains competent, compliant, and committed in an industry where precision and reliability are essential.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

Credit Unions

  1. Accountant 
  2. Back Office
  3. Branch Manager 
  4. Call Center Rep 
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Member Service Rep
  19. Mortgage Originator
  20. Regional Manager
  21. Teller
  22. Teller – Sales/MSR
          

Banks   

  1. Accountant
  2. Back Office
  3. Branch Manager
  4. Call Center Rep
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Mortgage Originator
  19. Regional Manager
  20. Service Rep
  21. Teller
  22. Teller – Sales/Selling CSR
  23. Financial Relationship Manager
  24. Wealth Management Relationship Manager

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Insurance

Insurance

In the insurance industry, where competition is fierce and turnover is high, the key to success lies in identifying candidates with the perfect blend of soft skills and analytical skills. We empower you to find these individuals who not only excel in their roles but also stay with your organization for the long haul.

Our behavioral and cognitive assessments and customized job profiles for each role increase the chances of hiring the right fit the first time. The insight from the profiles helps you provide the growth path your employees desire and keep them happy and engaged.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Agency Owner
  2. Claims Representative
  3. Field Claims Adjuster
  4. Inside Claims Adjuster
  5. Loss Control Consultant
  6. Marketing Representative
  7. Policy Services
  8. Underwriter
  9. Account Manager
  10. Customer Service Manager
  11. Processing CSR
  12. Producer
  13. Risk Manager
  14. Sales Manager
  15. Selling CSR
  16. Service CSR

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.