Five Lies Insurance Agencies Believe About Recruiting
As you read this list, I want you to think: Are these lies present in my firm? Am I part of the problem? Can I be part of the solution?
As you read this list, I want you to think: Are these lies present in my firm? Am I part of the problem? Can I be part of the solution?
There are so many answers to dissect recruiting problems that we often get lost in the abundance of information. I can simplify the answer for you.
You’re using a recruiter to help fill jobs, but warning bells are going off. If you have experienced any of the following signs, then you should find a new staffing partner.
While all sorts of factors are important to job seekers, the truth is if you offered the exact opposite work environment but awesome money you can still hire experienced talent.
Identify. Attract. Retain.
Signing bonuses are a useful recruiting tool in so many business sectors. Why not try it in insurance?
If you’re guilty of some or all of these points, you need more structure.
Wooing candidates may get them in the door for a conversation, but simple acts of kindness are what push them over the threshold.
I believe there’s a formula you can follow to vet relocation candidates. This, along with all your other interviewing resources, should give you confidence in the likelihood of a successful hire.
At the end of the day when you stop focusing just on, ‘I need to find a candidate,’ its easy to see how agencies achieve their goals or get off track.