It can be confusing to know what’s standard and makes the most sense for your business. To choose the best partner, let’s go back to the basics on the key elements of an insurance recruiting contract.
A recruiter that causes a negative perception of your company makes it incredibly difficult for you to attract high-quality candidates for months, and depending on the severity, years to come.
Have you felt like hiring and recruiting has been harder lately?
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.