Insurance agent test hire the best sales talent in insurance
Insurance agent test enables employers to objectively evaluate prospective hires by evaluating job-specific skills. Insurance agent test also helps measure the crucial attributes, including personality traits and abilities, to find the best-fit candidates.
Ready to Use
Psychometric
All Levels
Moderate
60 Minutes
127 Questions
Sales Executive/ Sales Representative, Business Development Executive, Sales Apprentice
Portuguese, Indonesian, English India, English Global
Inside This Assessment
Insurance sales agents are responsible for recommending the best insurance policies to new and existing customers, depending on their financial needs. In addition, more and more insurance sales executives are diversifying, providing general-purpose financial planning consultations to their clients.
However, recruiting for insurance comes with its challenges, mostly related to the difficulty in finding qualified candidates and the longer time to hire. We can definitely help with this.
Mercer | Mettl’s insurance aptitude test is a pre-employment assessment designed to help recruiters hire insurance staff. The test provides a comprehensive evaluation of candidates' abilities by evaluating job-specific knowledge and cognitive and behavioral skills. Each test consists of multiple components presenting crucial data for employment decisions.
SKILL LIBRARY
Insurance Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Managing the Sales Process
Managing the Customer Relationship
Basic Competencies
Managing Resources and Prioritizing Tasks
Managing Change
Competencies:
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Demonstrating an ability to take initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks without being told.
Demonstrating an ability to go beyond the questions that are routine or required in the job. Asking the right questions to get the required information to accomplish tasks.
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
Competencies:
Demonstrating an ability to understand the stated and unstated needs and requirements of customers.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating an ability to convince others of one's points of view and ideas.
Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.
Competencies:
Demonstrating a tendency to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.
Demonstrating resilience in the face of challenges or adversity, and being able to manage one's emotions in a positive and effective manner.
Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on blame to others in case of failures.
Demonstrating an ability to detail out the steps required to accomplish one's objectives and an understanding of the resources required to do so. Demonstrating an ability to prioritize tasks and shuffle between various tasks to maximize efficiency.
Demonstrating an ability to communicate the need and the rationale for change and ensuring that all stakeholders are comfortable with it.
Customize This Test
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
2. What if a candidate takes a test socially appropriately or manipulates the responses?
We have taken measures to reduce the probability of candidates trying to portray themselves in a socially suitable manner. These include using a semantic differential format for the test, making it difficult for candidates to assume a suitable response. The test provides candidates instructions before answering based on their first instinct and gives ‘instructional warnings’ that their test may be declared invalid if not done honestly. The testing tool can also determine response patterns to discern whether a test taker may be faking their responses.
3. Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
4. How do we recognize the thresholds for the competency levels for a norm group?
The proficiency levels or thresholds are based on the normal probability distribution for specific norm groups.
5. How are norms derived for any specific psychometric test?
The insights generated across industries and verticals of multiple organizations is periodically updated in the Mercer | Mettl database. We always ensure that newly added data gets incorporated while preparing the reports.
6. What if the psychometric assessment reports vary from the person's attitude, behaviour, or aptitude?
It is essential to understand that human behaviour is a projection of numerous psychological and environmental factors; only using the test reports is not a definitive predictor. They should be consolidated with other sources of information and validated first. Discrepancies in the reports that factually deviate from actual behaviour should be considered in context with any physical, environmental, and psychological factors that may have influenced that behaviour.
7. Is the insurance sales test hard?
It may seem considerably overwhelming in the beginning, preparing for and qualifying for the insurance agent aptitude test is not as complicated as it looks. The best way to get an idea is to try mock tests in advance.
8. How many questions are there on the insurance agent skills assessments?
The test has 127 questions and must be completed in one hour.
9. What are the questions asked in the insurance interview?
Given below are some commonly asked questions that recruiters usually ask in the interview:
Why do you want to work in the insurance industry?
Tell us about a time when you realized that you've made mistakes, and what were your learnings from the past events?
What have you learned from mistakes on the insurance sales job?
What's your greatest weakness?
Why should we consider you for this insurance sales position?
Can you please tell us what you know about our organization?
What interests you most about this job?
Do you have any questions for us?
10. What skills do insurance agents need?
Listed below are some crucial skills needed for insurance agents:
Sales aptitude
Interpersonal skills
Communication
Time management
Problem-solving approach
Prioritization skills
Emotional intelligence
Networking skills
Customer service skills
Organizational skills
Inquisitiveness
Resilience
Willingness to learn
