Your team is recruiting every day, not only for our vacancies, but for positions across the country. I’m curious what you see with:
- Willingness (or not) of the candidate to move to a new employer;
- The motivations that lead to the change of employment; and
- What is important to job seekers when exploring job opportunities?
I appreciate your time to help us understand the market there. ~ HR Director
Commitment of candidates
The will is a commitment. Do insurance professionals apply for jobs? Will they respond to direct messages? Will they seriously accept an offer? The answer is “yes” if several factors align:
- Job announcements: Brief, informative, and engaging job postings with simple calls to action – how to apply, how to learn more about us, and how to contact us – attract job seekers.
- Direct solicitation: Experienced insurance professionals engage in unique and compelling career opportunities.
- Process: Insurance professionals have little patience for disorganized businesses. The more efficient your recruitment process, the more you will attract and hire the best talent.
- Do we track and review job posting performance data?
- Is our writing style appropriate for our target audience?
- Are we getting the right ROI on paid job boards?
- Is our LinkedIn Inmail response rate satisfactory?
- Are we building, updating and engaging a candidate database?
- Do hiring managers follow a consistent, company-approved hiring process?
- Do we communicate the whole interview process in advance?
- Did we miss any hires because other companies moved faster?
Reason for the research
The top three reasons experienced insurance professionals start a job search:
- They want to work remotely.
- They want a hybrid work schedule.
- They want to move.
- They want a raise;
- A bonus that they can directly influence;
- Higher commissions.
- job dissatisfaction
- There are no short or long term career development opportunities.
- Their employer lacks stability, is struggling to be profitable/growing, or has a high probability of being acquired.
- They don’t like the corporate culture, their direct supervisor or their peers.
- Have we done enough with remote and work-from-home opportunities to significantly increase our talent pool?
- Will our retention suffer if we don’t embrace a virtual workforce?
- Do our careers stand out for candidates interested in advancing in our market?
- Do we need to change our compensation structure to compete for talent?
- Does our variable compensation program give us a competitive advantage?
- Is our benefits package a selling point?
- Does our PTO meet the needs of a diverse, multi-generational workforce?
- Will candidates find more career opportunities with us or with our competitors?
- What stats should we quote on ownership growth, seniority, retention, stability, and longevity?
- How do candidates experience our culture during the interview process?
What candidates want and need
Spark an insurance professional’s interest in new career opportunities with:
- An overview of your brand identity.
- Insight into what makes your business and position different.
- An overview of the interview process.
- The facts of the trade.
- What are our two or three biggest hiring and recruiting challenges?
- Are good leaders consistently engaged in talent acquisition strategies?
- Can we solve this problem on our own or do we need outside expertise to help us?
Development of talent training
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