Mary Newgard
Mary Newgard

The Test To Know If Your Insurance Organization Actually Recruits

I love Seinfeld.  I REALLY love Seinfeld.  If you are with me, keep reading, you’re going to like this post.  The best episode is the one with the marine biologist. If you agree, again, congratulations and keep reading. The beginning of the episode is Kramer’s proposal to Jerry and George: Who Wants to Have Some Fun!? 

KRAMER: Are you just saying you want to have some fun, or do you REALLY want to have some fun?JERRY: I want to have some fun!
GEORGE: I’m just saying I want to have some fun.

When it comes to recruiting, is your company Jerry or George?  Do you actually recruit or just say you do?

My guess is if you believe your company recruits it’s based on your sourcing activity.  Examples include:

  1. Posting jobs on a Careers page
  2. Promoting an employee referral program
  3. Soliciting people through LinkedIn like sending Inmails

All of this activity is great but I’m also guessing it’s done when you have an open position.  That’s not the truest sense of recruiting.  That’s having a defined hiring process.

REAL Recruiting is when you create activity outside of an opening. Related image
Case in point, remember my blog a few weeks ago about the agency that has spent ten months looking for a Benefits Account Manager? Well guess what showed up on my doorstep this week?  A local candidate with 10 years of agency and national brokerage benefits service experience and self-funded expertise (200-500 ees average cases).  The person's salary is in line albeit on the high side of their range yet the candidate has flexibility.  The insurance agency’s response, “Well that might be too much money but we’re happy to see the resume.” While I sent the resume, I found myself trying to persuade them to at least talk to this person. 

Arguments for doing this include:

  1. A resume isn’t the whole story. This person could be a whole lot more awesome in-person.
  2. The candidate’s going to get more active in their search. It would be good for them to know about your company.
  3. You’ve changed the role seven times. What if something else changes in a month and now you need a person at this level? 
  4. An introductory visit goes a long way to positioning your company to call upon this person in the future.
You may just be saying you recruit...
  • If your first response is to find a reason not to interview (based on a job opening or lack thereof)….then you’re just saying you recruit. 
  • If you have to be persuaded to spend 30 minutes in an introductory call….then you’re just saying you recruit.
  • If you use the word interview instead of engagement or exploratory…..then you’re just saying you recruit.

So which is it for your company?  Which one do you want to be? 

How to Conduct an Effective Job INterview in the Insurance Industry


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P.S. Mary lives in landlocked Iowa. Sadly, there is to no ocean to pursue a career in marine biology or hit Titleists into just to have some fun!                                                                                                                                                  

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