A.J. Gallagher is one of Australia’s biggest insurance risk management and broking companies. Over 120,000 Australian businesses choose them as their broker of choice. Gallagher has a strong culture and is a proud multi-national firm whose employees are driven by teamwork, positivity, and passion. They also offer A.J. Gallagher internship programs and other various positions which develop their employees’ growth and work experience.
An outline of the A.J. Gallagher hiring process is detailed below:
Application: The start of the A.J. Gallagher application process can be done by completing an online form and submitting your resume. Any other required documents may also be attached to the online form to be evaluated by the hiring team as well.
Telephone Interview: An HR recruiter may give you a call over the phone for the first interview phase. These phone conversations are performed when aiming to screen out unfitting applicants by assessing their background and personality traits as well.
In-Person Interview: For the subsequent employment stage, you may be asked to come in for face-to-face interviews, either held by a panel of employers or one interviewer. These interviews may also be conducted over a video chat, or in a group setting with other candidates.
Tests: Completing certain psychometric entrance exams may be a requirement as part of the evaluation process. These tests provide accurate scores and use a comparative method when judging your cognitive abilities, aptitudes, and skills.
Hogan pre-employment tests give employers the ability to assess candidates’ personality in the office. Several assessment tests may be distributed to help foresee one’s possible performance based on their strengths, values, weaknesses, and problem-solving abilities. Furthermore, these tests assess one’s personality qualities by using separate tests such as Hogan’s HPI, HDS, MVPI, HBRI, and judgment tests. Combined, these assessments create an all-inclusive personality profile of candidates’ persona.
One of the Hogan assessments is the Hogan Personality Inventory (HPI), which measures day-to-day behaviors and how people communicate and lead/follow in a team setting. The Hogan Development Survey (HDS) evaluates characteristics in stressful scenarios. The Hogan Motives, Values, Preferences Inventory (MVPI) evaluates why one is the way they are by assessing their core values, drives, goals, and interests. The Hogan Business Reasoning Inventory (HBRI) measures cognitive capabilities and how one makes practical decisions. Lastly, the Hogan judgment test evaluates one’s opinions, responses, ability to acquire knowledge and adapt to new situations.
Face-to-face A.J. Gallagher interviews may include competency-based questions that assess your know-how and capacity to excel in the applied career. Situational questions may display tough situations that you may have faced in your previous workplace and assesses how you would resolve them. Technical questions are factual and are mostly used when the job requires working with technology. When aiming to pass your interview and showcase your personality and skills properly, practicing beforehand is highly recommended.
Some interview questions which may come up are:
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