Moving quickly keeps candidates engaged, builds excitement, and gives your agency a polished look. Moving slowly gives job seekers time to explore other options or lose interest as well as room for your competitors to step in.
Your agency should seize the opportunity to ramp up hiring efforts while competitors might be preoccupied. June-August is the perfect time to recruit and be fully staffed to make a strong push toward the end of the year.
Even in these early months, I have already noticed trends that can and do influence agencies and could be critical to your organization.
Have some salaries stagnated? What increases surprise us? How does compensation factor into the larger talent acquisition equation?
If you encounter the same challenges repeatedly, it’s a good time to reassess your methods and consider significant changes in your approach.
As we look ahead to the new year, insurance agencies are diving into a fresh set of hiring challenges. It’s more important than ever to attract new talent in sales, service, and leadership.
If you agree that the benefits of remote hiring outweigh the drawbacks, what is holding you back from embracing this approach more frequently in your recruiting process?
Every stage of hiring engages or deters candidates, so it’s essential to identify where you may be discouraging applicants.
Think about recruitment like the NFL. Every team is so talented that you see more single-digit victories than blow outs. In that sense, there are opportunities to stand out from other insurance organizations recruiting the same types of candidates.
While every candidate has their own unique story, we’ve found that when it comes to what motivates their job search, the reasons tend to be surprisingly similar.