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OutMatch Assessments Recommend Top Performers Who Sell $22K More Than the Average Hire

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One of the nation’s largest mutual insurance companies was ready for a change when they saw that several of their new salespeople were failing to meet quotas.

Company Quick Facts

  • Industry: Insurance
  • Number of locations: 18
  • Number of employees: 4,000
  • Solution: OutMatch Assessments

ROI Summary: Sales Performance

1st year new premium sales:

  • Poor Matches: $155K 
  • Average Hires: $216K 
  • Strong Matches: $239K

Strong matches outperform poor matches by $84K and sell $22K above average

Problem: High Fail Rate Among Salespeople

The company’s sales team was investing in about 60 new hires per year, and losing money on salespeople who were struggling to sell premiums. They needed a way of knowing which candidates were most likely to succeed in the role before making that initial investment.

Solution: Assessments Identify Top Performers

The company was already using OutMatch assessments for other professional positions in their organization, so expanding assessments to the sales team was a natural next step.

The assessment identified sales candidates a sstrong matches or poor matches based on how likely they were to succeed in the role. Of the 60 salespeople the company hired in the first year, 16 were poor matches and 44 were strong matches. After a year of employment, the difference was clear—strong matches were outselling poor matches by $84,000.

Result: $1M More in Sales

In their first year of employment, strong matches sold an average of $239,000 in new premium
value—that’s $84,000 more than poor matches and $22,000 more than the average hire. By hiring 44 strong matches who exceeded average sales by $22,000, the company earned nearly $1M more in revenue.

Based on this data, the company believes that if they had avoided hiring poor matches for these sales positions, they would have earned an additional $1.3M—for a total of $2.3M more in revenue that year.

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