9 Talent Acquisition Goals for Insurance Companies in 2023

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Sourcing is telling me the biggest problem most insurers have with recruitment. Finding candidates is important, but it’s like saying that getting more leads means more revenue for your company. We all know there needs to be more to the equation than just more cold calls.

To help you reach your 2023 hiring goals, we encourage you to use effective sales and service to recruit. Here are some ways to help make your business more successful. It can also be applied to recruitment.

1. Increase efficiency

How do you determine if hiring is efficient? Using data or sentiment? Numbers are the only way to optimize your process. Here’s an example of the data:

  • Number of job offers/hiring
  • average open time
  • Increase candidate database
  • New employee compensation
  • recruitment costs.

2. Scale the initiative company-wide

Is your company hiring proactively or passively? Although reactive is common for most insurers, it is not a good approach. Company-wide, consistent talent management starts with:

  • Monthly discussion among executives on talent acquisition
  • Collaboration among recruiters to share information, successes and best practices
  • Talent Acquisition/HR can become more consultative rather than transactional.

3. Build cross-channel communication

Advancing the Talent Acquisition Discussion brings benefits such as:

  • Hiring managers feel they have more support from HR and operations.
  • Improve candidate experience
  • More career opportunities.

4. Role definition and improvement

Did you know that some of the largest independent agencies have in-house recruiters working on 50-70 job openings consistently? That amount is insane and unsustainable.

  • Hire more internal recruiters to reduce the workload.
  • Create specialists for each part of the process.
  • Segment your team and manage workflows.
  • Leverage technology (ATS and HRIS systems) to build a meaningful candidate database.

5. Process consistency

The president of an independent insurance agency with 400 employees said: Why can’t you do it with your employees? “

  • Where is the process broken down? Candidate sourcing or screening, interview setup, candidate communication, offer preparation and presentation, conflict with counter or lineage during onboarding?
  • Do hiring managers ask recruiters to work on unfilled vacancies?
  • Are your internal recruiters struggling to generate multiple or comparable candidates?

6. Feedback drives decision making

You know what your clients need, right? You know when they are being checked on their insurance, right? You know how candidates feel when they interview you? Job seeker feedback is just as valuable to the hiring process.

  1. Do applicants know every step of the hiring process?
  2. Do you exchange ideas with the candidate after the interview?
  3. What are your company’s reviews on Google, Indeed, and Glassdoor?

7. Brand differentiation

There are thousands of jobs posted online just like yours. What makes your opportunity stand out? Standing out in your marketing is critical to successful recruitment.

  • Social media is non-negotiable. If you don’t understand, take care to get one or figure out how to make it work in your recruiting. Hire someone who knows how to take advantage of it.
  • Do not post job descriptions. Start writing a compelling job ad.
  • “What is your value proposition as an employer of choice?” The lack of answers or the extreme inconsistency among recruiters needs to be wiped out.

8. Balance short-term and long-term needs

  1. Are 2023 hiring projections based on new hires only?
  2. Are you considering employees leaving, transitioning to a performance plan, being laid off, or leaving? It’s a step.

9. You are driven by the will to win

“There are more candidates” is the biggest lie about talent acquisition. Recruiters who believe this lie will never stick to the process. If you believe more candidates will materialize, you will not make timely hiring decisions and will compete for available candidates.

Competing for top talent means:

  • All hiring managers follow a consistent hiring process.
  • A candidate database means you know candidates before the job opening.
  • We do not make excuses or negotiate for hiring time and resources, even when other business goals seem more important.

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