Omnia

What Employers can do to optimize each phase of The Employee Lifecycle

This article is the last in a series of blogs our Omnia Team has written about The Employee Lifecycle. I’m honored to wrap up the series with this focus on what employers can do. I often say the employee lifecycle is an equal opportunity and dual ownership experience. The employee owns their part in what they do through each phase, and so does the employer. I’m a big believer that you get what you give. Feel free to queue up The New Radicals while you read this.

I was one of the lucky people who got my dream job in my twenties and stayed with that company for 20 years. The core reason I stayed was because of the way my leadership helped me navigate career advancement opportunities, with growth and development at each phase of the employee lifecycle. When it came time for me to leave it wasn’t easy, but the process was collaborative and supportive. I was fully supported by leadership, because the company and I had honestly achieved all that we could together. It was time for me to leave and spread my wings leading a global sales organization for a different company. And it was time for a new leader to take over the region I’d been directing for many years. It needed new life. In my final weeks, my boss threw me three parties in two different states, the team presented me with a scrapbook, a Tiffany vase and tons of well wishes. No doubt there were mutual tears when I walked out that door, but I was also filled with gratitude for the experiences and lifelong relationships I cultivated, and I felt lifted by the support of the team I was leaving behind. This is how managing the employee lifecycle works on both sides.

The headlines and statistics are shouting at business leaders about why this is so important. More than ever, today we are in an employee’s market. There are more open jobs than before the pandemic, and fewer people in the labor force. According to Manpower’s 2021 Talent Shortage Survey,  global talent shortages are at a 15-year high and more than 1 in 3 of U.S. employers report difficulty filling jobs. We know that the reasons for this shortage are complex, with childcare, health and well-being, and competition all playing a role. Now is the time to get creative to attract new workers – and holding onto the workers you have is even more critical. You can accomplish this by keeping a watchful eye and taking strategic action at every phase of your employees’ lifecycle with your company.

There are 6 key phases of the employee lifecycle:

  • Attracting
  • Recruiting
  • Onboarding
  • Developing
  • Retaining
  • Offboarding

Let’s tackle each one by one and consider what key steps employers can take to make sure they’re optimizing employee performance and engagement at each phase.

Attracting: Plenty is being written right now about “the great resignation.”  The pandemic has changed the mindset of many who have taken advantage of the pause to reflect and re-consider career options. Many are taking stock and re-evaluating how and where they want to work and live. Given the worker shortage, this really puts employees in the driver’s seat. To attract the kind of employees that best fit your company culture and will keep your business thriving, take a hard look at your existing policies to make sure they are competitive. Companies need to re-evaluate their policies on flexible work schedules, telework policies, office locations, travel requirements, equipment, and home office allowances. Does that 50% travel requirement in the job description still apply? Have you considered offering home office set up allowances?

What’s your brand saying about who you are and what it’s like to work in your organization? Has your website had an update? Is it as attractive to candidates as it is to potential clients? How long has it been since you read your Glassdoor and Google reviews? Would a potential new hire be motivated to apply when they read what former employees say?

Recruiting: The key consideration during the recruiting phase of the employee lifecycle is that this is a two-way street. Both you and your candidates are deciding whether this is a good fit. This is the starting point of the employee experience. Make it a point to proactively manage every interaction and touchpoint throughout this experience, making it smooth for the candidate and giving them a true picture of what your company and culture is like. Some key things to consider:

  • How easy is it for the candidate to apply? Nothing’s more frustrating than filling out multiple forms and having the system disconnect multiple times while trying to do so.
  • Assessing for job fit? Of course, our team at Omnia recommends companies use assessments to measure cognitive and grammar capability along with job fit. Key to the assessment process is explaining to the candidate how the process works and making it seamless and quick to complete.
  • How many steps are there in your hiring process? How many people will the candidate meet with? Make sure the interviews and discussions are mutually valuable. Arrange for the candidate to meet and ask questions of those they would be working most closely with and are doing the job today. This also gives you good insight from a coworker’s perspective about potential fit.
  • What kind of impression are you leaving on the candidate about your company? Throughout the recruiting process, it’s critical to keep your candidates updated. Proactively communicate at each touchpoint: sending acknowledgement and appreciation from the moment their application is submitted to keeping them informed all the way through the process about where they stand and what to expect next. I’ve heard from colleagues going through the interview process how grueling it is when they don’t hear anything for weeks. One recently told me they were completely ghosted by the hiring manager for 6 weeks! That doesn’t send a great signal about how supportive that person would be as a leader.

Onboarding: According to research from Glassdoor, organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Here are some key things employers can do to make a difference during the onboarding process.

  • Make a big deal of the first day! If remote, send the new employee a welcome basket. If in the office, arrange for people to stop by and say hello, walk the employee around the office, and set up lunch with their new colleagues. The ending is as important as the beginning of the day. Make sure someone (ideally their manager) stops by or calls and asks about their first day. These little touches make such a difference. I’ve heard horror stories about people starting their job and not even having a chair at the desk, or not seeing their manager at all during the first week. Talk about horrible first impressions.
  • Set your new hire up with an onboarding buddy. This is their go-to person throughout their onboarding process. They should have weekly check ins and freedom to ask this person anything without judgement. Ideally this relationship has been in place for at least six months and with the right match will go on indefinitely.
  • Create and follow a schedule of activities that includes on-the-job training, job shadowing and company culture activities. Allow the new hire plenty of time to get to know their coworkers and company norms. If working remotely, be mindful of break times for the new hires as well. You don’t want to overschedule them so much that they don’t get a chance to process what they’ve learned. Incorporate engaging and independent activities such as doing a scavenger hunt on your company intranet, or taking quizzes on the company’s history, product, and client statistics.

Retaining:  This is when things start to get interesting and challenging. You think you’re there once your people are hired and onboarded. Sadly, 46% of new hires fail in the first 18 months. Mostly this is due to poor culture fit (89%). One of the most critical things employers can do at this time is to monitor performance closely to make sure employees are productive and engaged. Especially in times when we aren’t working in the office together.

Establish ways to monitor performance through your customer relationship (CRM) system. Employees should have individual goals and metrics that are easily tracked for recognition and performance development.

Mentoring is another retention enabler. Set up a program where individuals outside of direct supervisors take a personal interest in your employee’s individual success and engagement. These can be formal mentoring relationships or informal. The key is making sure that someone else outside of an individual’s direct supervisor is taking an active interest in their on-going development and success.

On-going communication is also critical. We recommend regular check-in’s that are conducted by the direct supervisor where there’s time to review performance and discuss development goals, as well as more personalized discussions and two-way feedback. Constantly asking your employees how they’re doing and what the organization can do to support them is critical here. Also, consider using skip-level interviews. Have someone in senior leadership take time to check in with the same employees regularly. This sends a strong signal that the organization is committed to the individual’s success. It also helps leadership gain insight to spot trends or issues that are impacting the team’s culture by function or leader.

Longer term, as employees continue to grow and perform within your organization, consider conducting “stay interviews.” Create a system for gathering on-going feedback from your most tenured employees about why they continue to stay. This is another way to show your tenured teammates that you value them, and their insight can be incredibly valuable to incorporate across your firm where you may have functions with higher retention than others. One other benefit of collecting this input is to create testimonials and messaging to use in the attracting phase of your employee lifecycle. Knowing what keeps people engaged helps you with greater insight into what the employees on your team value in terms of work environment, leadership, and support systems.

Developing: On-going development is another critical phase of the employee lifecycle. People want opportunities to grow and advance in their careers. They will take calls from recruiters or search for new challenges to overcome boredom and complacency. Beyond the relationship with their manager, and pay, lack of career advancement and development is the next top reason people leave. The good news is there are many inexpensive ways to develop your employees while also growing your business. Look beyond current job roles and create a culture of cross-company mobility. Recognize and incentivize your supervisors to encourage cross-functional growth. A manager who hoards – keeping their best performers from moving outside of their team – is a detriment to your bottom line.

Another key factor in developing your team is to understand their personal motivations, strengths, and challenges. This is where assessments come in again. Assessments provide key insights into a person’s natural traits and propensity that can help you identify emerging leadership qualities, or even sales and client service attributes you may not notice at a surface level. Omnia can help with this if you’d like to know more.

Offboarding: The final phase of the employee lifecycle is critical for the individual and everyone they worked with. How a person leaves, and how others observe their exit sends a strong signal about your culture and leadership. I’m sure we’ve all heard the adage about not burning bridges. That goes both ways – for the individual and the company. Here are some key considerations for the offboarding – and these apply whether it’s a voluntary departure, a retirement, or a business decision that leadership made.

Communicate swiftly and transparently. News travels fast. Once an exit has been planned, communicate broadly to all clients and colleagues. Be as transparent as possible. It’s human nature to consider the worst such as — did he get laid off? Am I next? Is the company in trouble; should I start looking? And the swirl goes downward from there.

Honor the person’s contributions and give an appropriate send-off. In all communications, openly share and honor the individual – what they contributed, how they made a difference, and wish them well in their next endeavor. If appropriate, for more tenured employees, consider a celebration, gifts, and mementos to send them on their way. This not only celebrates the individual and leaves them feeling positive, but it also allows everyone who worked with them who might be feeling a loss to have a way to productively contribute and process their emotions around the departure as well.

One of my former employers has a “colleague for life” mentality that I will forever treasure. I’m still a part of their alumni network, receiving regular updates, resources, and networking opportunities. They embrace the concept that we are all connected and can continue to provide value within the industry and business community no matter where we are. I’d encourage every company to embrace that idea.

The employee lifecycle is a concept I’ve been personally interested in and invested in for most of my career. There are a plethora of programs, resources, and communities available to support organizations at each phase of this lifecycle. I’d love to connect and get your perspective on ideas for optimizing each phase – whether you’re an employee or an employer. Because after all, both the employee and the employer are responsible for their part in getting the most out of each phase. We’re all in this together. We hope you’ve enjoyed this series.

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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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.

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  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
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  16. Housing Project Manager
  17. HR Manager
  18. Maintenance Technician
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  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
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  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.