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.
Availability
Ready to Use
Test Type
Psychometric
Experience Level
All Levels
Difficulty Level
Moderate
Test Duration
60 Minutes
Total Questions
127 Questions
Relevant Job Roles
Sales Executive/ Sales Representative, Business Development Executive, Sales Apprentice
Scores Reported
English
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
This Assessment is a part of following Skills Libraries
Insurance Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Competencies:
Result Orientation
Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.
Process Planning and Execution
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.
Taking Initiatives
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.
Information Seeking
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.
Effective Communication
The ability to convey the expected information in a clear and concise manner such that it makes the impact that it was intended for.
Perseverance
The tendency to remain motivated and persistent to accomplish goals in the face of adversity or obstacles.
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The Mercer | Mettl Advantage
Our Customers Vouch for Our Quality and Service
The validity of Mercer | Mettl''s assessments is exceptionally robust. It enabled us to funnel people who were precisely the type we needed. Mercer | Mettl helped us to accurately identify high-potential candidates within our internal team.
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Sonal Kapur Sinha
Head HR, Modern Foods
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Mercer | Mettl''s platform and the science behind it are highly intuitive and systematic for the test-takers. Customized assessments, how data is aggregated, and how you can download insightful reports directly from the system - stood out for us from
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Saranya Mukherjee
Lead, Early Career Development Campus & Employer Branding
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The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of compete
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Anson Mathews
Organization Development Manager, Averda
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With Mercer | Mettl, we have probably experienced the best customer service from any tech company. It has two exceptional things - its software and the more important product, its staff, which is truly an asset.
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Dr. Fuad Said
MD, Internal Medicine, Jordan Hospital
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The quality of the recruitment increased, because previously we were not having any assessment. The quality of assessments and the quality of reports are very well catering to our requirements. The reports are very expansive, and it gives more light
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Dinesh Jagnani
Deputy Manager, Talent Management
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We had short timelines in which we had to scale up our workforce. From customized solutions, ease of usability, building an in-depth understanding of the client''s problem to seamless integration with our applicant tracking system, Mercer | Mettl''s
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Arpan Anand
CHRO, Aditya Infotech Limited (CP PLUS)
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Mercer | Mettl came across as one of the most robust platforms for AI-based proctoring. The team was accommodative, flexible and prompt. Mercer | Mettl''s team never gave ''no'' as an answer. The team was always upfront about the specifications and c
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Sanjeev Phatak
Director, Centre For Management Services, AIMA
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Frequently Asked Questions (FAQs)
1. Is it possible to map an organization's competency framework to your assessments?
Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context. Please write to us for such a request and we would be glad to work out a solution for you.
2. What if an individual takes a test in a socially appropriate manner or manipulates the responses?
We take special steps to lessen the probability of candidates striving to portray themselves in a socially suitable manner at each stage of tool development. Listed below are some of the steps we take:
1. The item format of the assessment – the ‘semantic differential’ format – was intentionally adopted to make it challenging for participants to presume the suitable response and ‘fake’ to enhance their test scores. The items are available in a format that prompts the candidate to thoughtfully think about his/her preferences and select between two identically ‘desirable’ statements.
2. Before starting the assessment, the candidates are given information on the test format. They are required to respond to the items based on their first instinct and not to think too much about their responses. Accompanied by research emphasizing the importance of ‘instructional warnings,’ they are advised against impression management or faking and are informed that their test reports might be declared invalid if they present their responses dishonestly.
3. The tool determines particular patterns of responses and specifies in the report if the individual has tried responding to the assessment in a suitable or socially appropriate manner.
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 identify the thresholds for the competency levels for a norm group?
The proficiency levels(thresholds)are based on the normal probability distribution for a specific norm group.
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 reports produced for the psychometric assessments vary from the person's actual attitude, behavior, or aptitude?
Human behavior is a projection of several environmental and psychological factors. So, it's not advisable to interpret any psychometric report as a definitive predictor of a particular behavior type. So, these reports should be consolidated with various other sources of information and thoroughly validated before making professional decisions about the candidate.
If you notice any discrepancy in the reports, which factually deviates from the individual's actual behavior, always refer to other physical, environmental, and psychological factors influencing that behavior. For the best combination of assessment tools for your specific needs (i.e., job/functional tests, psychometric assessments, behavioral interviews, etc.), please reach out to us. Our consultants would be happy to address your queries.
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
