This year, my gut read is that insurance agency hiring will be less about niche roles and more focused on solving problems created by recent talent shortages.
As an employer trying to recruit top talent, your ability to speak to issues candidates care about is critical to successful recruiting. This is the essence of the candidate experience.
We have had job openings that we’ve been unable to fill for months, and we’re getting worried with the end of the year coming up. When is it time to reach out to a recruiting firm?
When it comes to recruiting, the tools that have the best chance of helping you source top talent are job ads. That’s why how they are written is so important to your recruiting success.
If a business has brand familiarity with your agency, then they are more likely to invite you into the RFP process. The same is true with prospective employees. People who have already applied, interviewed, or stayed in touch with HR or a hiring manager are the best recruits for new openings.
Do you think your hiring process takes too long? Have issues with timing cost you time, money, and the chance to hire top talent?
How much of an impact is artificial intelligence making already on insurance industry recruiting? To try and answer this question, I thought about the biggest pieces of the recruiting process where insurance companies and agencies spend the bulk of their time.
It seems like most internal recruiters don’t last longer than two years, and the majority leave for a job outside the insurance industry. What pushes people in HR and talent acquisition to early resignations?
You must strive to make every producer recruiting project unique. You need to isolate specific skills (aka, a great profile) and have a compelling story (aka, a unique pitch).
How do so many agencies end up with frustrated remote employees? Remote is only a temporary solution if you can’t retain hires at the same rate as in-office employees.