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The Omnia Group blog about how behavioral assessments reduce employee turnover

How Behavioral Assessments Reduce Employee Turnover

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Bye-Bye, Turnover! How Behavioral Assessments Can Slash Employee Turnover 

Employee turnover can be an insidious plague that siphons away resources and disrupts the very core of a business’s foundation. Too dramatic? Maybe, but employee turnover is certainly a problem for many businesses, and retaining top talent can be a daunting challenge.  

There are many factors that can influence an employee’s decision to stay or leave their job, such as job satisfaction, compensation, career advancement opportunities, work-life balance, and company culture. Balancing these factors while keeping employees engaged and motivated can be difficult, especially in a competitive job market where top talent is highly sought after by other companies, including your competitors. 

But one tool that businesses can use to combat this problem is a behavioral assessment. Using behavioral assessments can provide a baseline layer of data that employers can use to complement their selection and retention activities. 

Let’s delve into how behavioral assessments can help reduce turnover and improve overall employee retention rates.

What is a Behavioral Assessment? 

Behavioral assessments are pre-employment and post-employment testing mechanisms that identify an individual’s behavioral inclinations and personality traits. The Omnia Assessment is a quick, accurate, and user-friendly psychometric tool that measures 4 personality dimensions – assertiveness, sociability, pace, and structure, along with perspective (professional maturity) and intensity (degree of the trait). The Omnia behavioral assessment is designed to predict an individual’s workplace behavior based on their self-reported personality tendencies. Our clients often use these assessments to discern which candidates are best suited to their open positions, company culture, and work environment.

What Are Some Advantages of Using a Behavioral Assessment? 

  1. A primary advantage of behavioral assessments is their ability to identify candidates that fit seamlessly into a job role and workplace culture. There is a strong correlation between a good fit and reducing turnover rates. Employees who feel that they mesh well with the company culture are more likely to be satisfied with their job and less likely to resign. For example, a candidate who scores high on the cooperation trait in a behavioral assessment may be more suitable for a company or department that values collaboration and teamwork, compared to a candidate who scores low.

  2. Behavioral assessments can help identify potential issues before they arise. For instance, if a candidate scores low on Omnia’s perspective trait, they may be prone to stress in the workplace. If a company knows this ahead of time, it can take steps to assist the employee in managing their stress levels, such as providing additional support or training. By proactively addressing potential issues, employers can reduce turnover and keep their employees satisfied and engaged.

  3. Behavioral assessments can also be instrumental in identifying candidates who are likely to stay with the company long-term. For example, a candidate who scores high on the stability trait may be more dependable and committed. Such employees are less likely to leave the company, which can save businesses time and money on recruitment and training costs.

  4. Behavioral assessments can assist employers in pinpointing employees who possess the skills and qualities necessary for leadership roles. A candidate who scores high on the assertiveness trait may be more inclined to take charge and make decisions in a leadership role. Identifying potential leaders early on can help the company nurture them for future leadership roles, reducing turnover by providing clear career paths for employees. 

When searching for a candidate to groom for a future leadership or advanced position, it’s important to consider their work style, culture fit, and natural talents. Some workers may struggle with organization and require guidance in prioritizing tasks, while others are self-starters who can hit the ground running. Additionally, it’s crucial to assess whether the candidate will fit in with your corporate culture, particularly if it’s relaxed and informal. Finally, if you need a problem solver who can take charge and deliver results, a behavioral assessment can help identify individuals with the necessary natural talents. 

How Do You Find the Right Fit? 

It should never be about just filling positions. You want to find the right people. The right people will be more likely to stay and take your team to the next level. So, how do you ensure you’re bringing in the cream of the crop? 

  • Consider work style.

    Do you need someone who can take charge and work independently? Or maybe you’re after a team player who can collaborate and prioritize with ease. Don’t settle for anything less than a perfect match. Putting a take-charge, independent personality into a support role is likely to lead to turnover of that position far sooner than you want.

  • Think about culture fit.

    That candidate might look great in a 3-piece suit, but is that how your organization rolls? If your office is a laid-back, flip-flop-wearing paradise, make sure you’re hiring someone who can hang loose and keep up. And more importantly, employees are more likely to be engaged, committed to their work, and inclined to stay if they feel that their values and goals align with the organization’s values and goals.   

    Through the use of personality assessments, you can build a workplace culture that values authenticity, self-awareness, and personal growth. Omnia’s goal is to give organizations information they can use to create a workplace where everyone feels seen, heard, and valued; where diversity and inclusivity are celebrated; and where individuals are empowered to reach their full potential. By leveraging the power of personality data, we believe that we can help companies build stronger, more successful teams…teams that want to stay.

  • Don’t forget about natural talent.

    If you are hiring a leader, you want someone who can swoop in, take charge, and solve problems like a boss. Behavioral assessments can help identify these unicorns. With all the right tools, including your own instincts, you are sure to hire for fit more often than not. 

 

Why Are Companies Missing Out on the Magic of Behavioral, Pre-Employment Assessments? 

  1. They could be stuck in old-school hiring traditions. Sure, they’ve been testing typing speed, math skills, and critical thinking for ages, but what about the most important factor: personality?

    Using behavioral assessments during the hiring process can help companies identify candidates who have the right personality traits for the job and the company’s culture. These assessments can measure a wide range of traits, such as adaptability, emotional intelligence, and work ethic. By incorporating these assessments into their hiring process, companies can increase the likelihood of finding candidates who will be a good fit for the company culture, which can reduce turnover rates and improve overall employee satisfaction.

  2. Some companies may lack a clear vision. They may not have taken the time to develop an employee persona that aligns with their goals. Just as there’s a buyer persona, there’s also an employee persona waiting to be uncovered. 

BONUS: Tips for Developing an Employee Persona 

  1. Define the job or role.
    Start by defining the specific job or role that you want to create an employee persona for. This will help you identify the skills, experience, and personality traits that are necessary for success in that position.

  2. Gather data.
    Collect information about the job or role, including job descriptions, performance metrics, and feedback from current employees and supervisors.

  3. Conduct research.
    Conduct research on the industry, market trends, and competitors to gain a better understanding of the skills and qualities that are in high demand.

  4. Identify key traits.
    Use the data and research to identify the key skills, experience, and personality traits that are necessary for success in the job or role.

  5. Create the persona.
    Use the identified traits to create a detailed profile of the ideal employee for the job or role. This should include information such as their job experience, education, skills, work style, and personality. This information will make it easier throughout the entire selection process. 

  6. Refine and update.
    Refine and update the employee persona as needed, based on feedback from current employees and changes in the job market or industry. 

If you’re up for the task, you can do the research yourself and identify the traits that make your best employees shine. But let’s be realistic; you have a business to run. So why not let us work our magic and put together a pre-employment assessment that will help you find the perfect fit for your team? Don’t miss out on the potential of these powerful tools — give your hiring process the upgrade it deserves. 

Even though we are a behavioral assessment firm, it’s important to emphasize that behavioral assessments are just one component of reducing employee turnover. They should be used in conjunction with other hiring practices, such as interviews, reference checks, and skills assessments, as well as other retention strategies, like recognition and engagement programs. Additionally, it is essential to ensure that behavioral assessments are utilized fairly and consistently across all candidates to avoid bias or discrimination. 

In the end, it’s all about balance. Use data and assessments to inform your decision-making, but don’t forget to rely on your experience and intuition. With a little bit of luck and a lot of smarts, you’ll have a superstar team in no time. 

Long story short, behavioral assessments are a potent tool that businesses can use to combat employee turnover. They can help identify candidates that are a good fit for the company culture, anticipate potential issues before they become problems, identify employees who are likely to stay long-term, and pinpoint potential leaders. By using behavioral assessments in the hiring process, employers can reduce turnover rates, save resources on recruitment and training, and cultivate satisfied and engaged employees. 

 

Also Popular:
Enhance Workplace Effectiveness through Behavioral Assessments
Six Ways Cognitive Assessments Add Value to the Hiring Process

 

how to conduct a behavioral interview download omnia

The Omnia Group

The Omnia Group

For over 30 years, we’ve helped organizations across the world improve and optimize their workforce operations and company cultures. While we take a unique, scientific approach to hiring, development and retention, we also believe every business is a people business. Our passionate advisors always put people first.

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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.