Doesn’t it seem like every week there’s a new article, hashtag, or viral video about workplace trends? It can be confusing to keep them all straight. Here are the trends that seem to generate the most interest and engagement from insurance professionals.
The fact that agencies are looking for producers doesn’t shock me. It’s the idea that they want to recruit them which is surprising.
The challenge for you, as an insurance organization, is that recruiting isn’t your field of expertise. Not knowing recruitment inside and out, these three questions are sure to arise.
The best time to recruit is when you don’t have job openings. That motto reminds me to constantly work ahead, focusing on building pipelines and connecting with passive candidates.
Have your hiring managers said or done something inappropriate or illegal in an interview? Unfortunately, we’ve heard horror stories from candidates about their experiences with insurance organizations.
When candidate engagement is low you may start to question your recruiting methods. Don’t upend your process. Instead, refine it by putting yourself in the candidate’s chair.
Believing if you just have ‘more’ – more internal recruiters, more job postings, more technology, and more candidates then hiring success will come – is a false narrative.
The recruiter should be an advisor who adds value to your talent acquisition efforts and is a brand ambassador who represents your organization the same way any employee would.
With roles such as CSR, account manager, and account executive constituting over 60% of agency hires, it’s imperative that customer service salaries are the centerpiece of compensation review.
The first recruiting priority for insurance agencies should be retention. A mindset focused on employee retention makes recruiting easier. Here are some common themes that should give you pause on where your recruiting and retention is vulnerable.