Planning Past the Tip of Your Nose
How to Develop a Proactive Insurance Recruiting Plan in 2018
Getting into a hiring mindset is easy when you have an open position.
- Currently, over 80% of the insurance positions my team is working on are active, vacant roles where the client called us needing the hire yesterday. It’s what we call reactive openings.
- The remaining 20% is speculative or projected hires at least 3-6 months out.
The trouble with the 80% number is that organizations start and manage the search from a place of panic. Maybe you’ve been there before. If so, I bet you’ve also experienced frustration with candidate quality. This is because you’re beholden to who’s available immediately instead of candidates moving through a passive to active job seeker process.
As an insurance organization, your 2018 recruiting goal should be to develop a proactive recruiting strategy. You’ll turn the 80/20 number upside down and spend 80% of your time working ahead of the curve. 20% of your time is then spent on filling vacancies. The idea is moving from being nearsighted to farsighted. To plan past the tip of your nose.
4 Steps to Building A Proactive Recruiting Strategy
1. Define the phrase “We’re Always Looking For Good Talent.”
- Refine what that means by position and experience level. Insurance agencies, for example, start with producers.
- Get more specific with total career experience, sales expectations, vertical niches and pay scale.
2. Tap into external resources.
- Seek out advisors that can speak to social media strategies.
- Look into database management systems; maybe even ones that integrate with your HRIS.
- Determine if and how you utilize postings on job boards: LinkedIn, Careerbuilder, ZipRecruiter and so on.
3. Build a relationship with an insurance recruiting firm.
- A quality recruiter should exemplify proactive recruiting: seeking to build a pipeline of candidates specifically sourced and vetted for your current and future needs.
- A good recruiting partner should be able to educate you on multiple types of contracts and which terms are appropriate based on your 2018 hiring projections.
4. Update your marketing materials.
Too often candidates leave interviews with nothing in hand. All the information touted about your company was verbally communicated. Can you create a handout, packet or digital download that speaks to who you are as an employer?
Information insurance candidates find valuable includes:
- About Us (facts and figures)
- Market Knowledge (niche disciplines, market connectivity, geographic reach)
- Pictures (office space, team outings, philanthropy)
- New Hire Orientation
- Career Development