Omnia

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What is Personality or Pre-Employment Testing?

Hiring a new employee is one of the biggest challenges organizations face regularly. According to research by the Society for Human Resource Management (SHRM), it takes an average of 42 days to fill an open position at the sizable cost of $4,129 per hire. With the average turnover rate around 19 percent, developing strategies that streamline and improve the hiring process and reduce the turnover rate could translate into a sizeable competitive advantage.

That’s why many companies are turning to pre-employment testing. By improving the quality of information available to hiring managers, these assessments can help them make better hiring decisions driven by data and ensure that the leading candidates are aligned with their organizational needs.

What is a Pre-Employment Test?

A pre-employment test or pre-employment assessment can refer to any evaluation administered to a job candidate during the hiring process. These tests’ purpose is to gain additional information that may not be apparent from a resume or interview. When used in conjunction with traditional evaluation criteria, they can help organizations make much more informed selection decisions when hiring candidates.

Depending upon an organization’s needs, pre-employment tests could take several forms that generate very different results, measuring areas like personality traits, cognitive ability, job knowledge, and technical proficiencies. The best assessments are developed by experienced testing professionals and independently validated to ensure both accuracy and replicability.

Benefits of Hiring Assessments

The insights drawn from pre-employment testing can benefit organizations in several ways. Not only does this information help to make better decisions about specific candidates, but it can also be used to streamline and enrich the entire hiring process. Implemented properly, pre-employment assessment can also significantly reduce costs, improve the candidate pool, and boost retention rates. Some of the key benefits of pre-employment testing include:

Pre-Employment Screening

Sometimes a candidate looks right on paper but lacks key behavioral or cognitive qualities necessary to excel in the position they’re applying for. While a 30-minute interview might reveal these deficiencies, by the time the candidate reaches that point, they’ve already taken up a large portion of time and potentially taken the place of another candidate better suited for the job.

With pre-employment testing, hiring managers can screen the candidate pool to ensure that they’re spending most of their valuable time with only the most high-potential candidates. This pre-screening not only generates a stronger candidate pool but also allows people who aren’t an ideal fit for a position to quickly move on to other opportunities rather than waiting around for a decision.

Improved Interviews

Certain types of pre-employment testing can generate insightful information about a candidate, revealing characteristics and tendencies that may not be evident just from reviewing their resume. This data is invaluable for interviewers, who can use it to create better, more targeted questions that really get at key issues related to the candidate’s potential to effectively do the job.

While a good interviewer can certainly develop effective questions based on a resume, having another source of information to draw upon helps them to identify inconsistencies or unique characteristics that are not evident on paper. The pre-employment assessment also saves interviewers time because it allows them to home in on specific topics they want to discuss rather than asking several probing or exploratory questions beforehand.

More Objectivity

Bias is always a challenging problem when it comes to the hiring process. Are you sure that you favor a candidate because they’re the most qualified and most likely to excel, or are they your preferred choice? After all, you like them personally? By contrast, you don’t want to miss out on an excellent candidate simply because they vaguely remind you of someone you don’t like. Unconscious bias, in particular, shows up in a variety of unexpected places.

One of the best benefits of well-designed pre-employment tests is that they provide an objective means of evaluating a candidate. That’s because the assessment only focuses on measuring specific skills or characteristics. Since technology makes it possible to administer tests anonymously, hiring managers can review candidates’ results in a vacuum before meeting them or even reading their resume. This ensures that they won’t be influenced by any number of unconscious biases that often undermine the hiring process and discriminate against many minority applicants.

Fewer Poor Hires

Every employee is different. Each person learns in their own way and responds differently to various environments, organizational cultures, and management styles. Someone who seems like they would be an ideal fit based on their resume and a handful of interviews may lack the personality traits or skills needed to thrive in their new role. Since it takes time to adjust to a new position, it can often take months or even years before it becomes evident that a poor hire has been made. But by that point, the employee is likely so frustrated and disengaged that they’re ready to move on anyway.

By investing in pre-employment testing, it’s possible to gain a more comprehensive view of what motivates a candidate and what competencies they possess. These insights make it easier to select people who will be a good fit for a role in personality and skill. Better alignment means better retention rates over time, translating into significant savings, and minimizing organizational disruption.

Types of Pre-Employment Tests

Organizations utilize a wide variety of pre-employment tests and often use different names for them, even though they might be assessing the same basic criteria. Generally speaking; however, pre-employment assessments fall into one of three broad categories.

Aptitude Tests

Often referred to as cognitive assessments, these tests measure General Mental Ability (GMA), which has been strongly correlated with job performance.omniagroup aptitude test Some of the characteristics evaluated in these tests include the candidate’s ability to think abstractly, comprehend new concepts, learn from experience, apply new skills, adapt to new environments and situations, and find the most effective solutions to problems.

While these tests are most often used for low to mid-level professional positions, some organizations believe so strongly in their effectiveness that they require them for even their most senior executives. A candidate who scores well on cognitive ability tests is more likely to complete their training and adapt to changing circumstances and job demands more effectively. Most jobs require people to confront challenges they’ve never encountered before, which is why the ability to think critically and solve problems quickly is so important when it comes to job performance.

Personality Tests

Available in many different forms, personality tests perform a slightly different function than aptitude tests. While the cognitive assessments seek to measure innate ability quantitatively, personality tests aim to reveal a candidate’s unique personal qualities and characteristics. This could include motivations, preferences, and other behaviors that provide a sense of how someone will respond to being in a particular role.

The core traits revealed by a personality test do not typically change over time, which could be good information to have when planning to hire for a position that might conflict with a candidate’s behavioral tendencies (such as putting someone with an introverted, timid personality into a competitive and aggressive sales position).

Personality tests for jobs often take the form of behavioral assessments or emotional intelligence assessments. Based on psychometric research, these tests measure things like a candidate’s assertiveness, communication style, work pace, and need for structure through an adjective checklist or by asking a series of situational multiple-choice questions. Unlike cognitive tests, there are no right or wrong answers. Instead, the answers are used to gauge how much the candidate exhibits certain personality traits.

Skills Assessment Tests

Distinct from aptitude tests, which measure innate cognitive abilities, skills tests measure a candidate’s existing knowledge and current job readiness. Since they do not measure inherent and largely unchanging qualities, they are typically used to screen candidates rather than predict future performance. For instance, if a software developer position requires expertise in a particular coding language, a skill test may be administered to ensure that the candidate possesses the necessary proficiency.

Whereas aptitude and personality tests must be carefully designed to avoid bias and produce independently verifiable results, skills tests tend to be much easier to design and implement. In this sense, they function much like a job assessment test. They are also very effective tools for determining future development needs. There may be some instances where a candidate possesses many of the ideal competencies for a position, scores well on other pre-employment tests, and interviews well, but needs to improve some of their technical skills to excel in their new role.

The Validity of Pre-Employment Testing

The effectiveness of pre-employment testing depends on quite a bit on the design quality of the assessments themselves. There are many testing options available on the market today, ranging from comprehensive and scientifically rigorous assessments to more simplistic tests that often weren’t even designed to be used for hiring purposes in the first place. For example, many companies still use the popular Meyers-Briggs Type Indicator Test, which was never intended to inform hiring decisions. Poorly designed tests are generally easier for people to manipulate, especially when it comes to personality tests. They will often not answer honestly, answering they “think” they should give. Well-designed assessments can account for this problem, so it’s important to ensure that a pre-employment test is created using best practices from a methodology standpoint before implementing it.

Pre-employment testing is not a perfect indicator of future performance. Still, it is often far more accurate than a hiring process that relies upon “gut instinct” or straightforward interviews and resume reviews. They are especially effective when different tests are used in conjunction with one another and integrated into the hiring process as a whole. By providing additional information and data points, they improve the likelihood that you will make a sound hiring decision in the end.

The Legality of Pre-Employment Testing

Employers always have to be careful when implementing pre-employment testing of any kind. While it is legal for companies to administer tests and perform background checks, they must ensure that the tests are non-discriminatory and properly administered. Test results may not be used to discriminate based on race, sex, religion, disability, nationality, or age. Any test administered must also relate to the job in question. One exception to these legal standards is a polygraph or “lie detector” test against the law thanks to the Employee Polygraph Protection Act (EPPA) of 1988.

How to Implement Pre-Employment Testing in Your Organization

The first step in implementing pre-employment testing in the hiring process is determining which form of assessment to use. While any single test will provide helpful information, pairing cognitive and behavioral assessments together produces a much more comprehensive candidate view. Using more than one assessment is also recommended because it allows you to administer them at different points of the hiring cycle.

You will need to identify the minimum target score you need an ideal candidate to possess for cognitive assessments. It’s also important to familiarize yourself with the test reports to understand what you’re looking at when evaluating a candidate. There may be some aspects of the test, for instance, that are more important than others, so simply looking at a raw score may not tell you the entire story.

When it comes to behavioral assessments, you must select the most necessary traits for success in a particular role. This is usually determined by evaluating your existing top performers to establish a baseline of sorts. Testing multiple people will also give you an idea of how different personality traits can thrive in those positions, which will prevent you from honing in on a single personality archetype when evaluating candidates.

Pre-employment testing can be a valuable tool for an organization looking to make more intelligent hiring decisions driven by data. Given the high costs of onboarding and turnover, companies are under immense pressure to hire the ideal candidate, the first time. With the insights derived from cognitive and behavioral assessments administered throughout the hiring process, you can better identify which candidates will be the best fit for a position in skill, personality, and ability.

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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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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.