9 Talent Acquisition Goals for Insurance Companies in 2023

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 your sales and service efficiencies in recruiting. 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 executive roundtable

About talent acquisition

Collaboration between recruiters

Share information, successes and the best

practice

Talent Acquisition/HR could be

It is more consultative than transactional.

3. Build cross-channel communication

Advancing the Talent Acquisition Discussion brings benefits such as:

hiring manager

feel more

HR support

and operations

candidate

experience

Improve

career opportunities

Engagement will increase.

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 and cut them

Workload;

Create an expert for each part of the .

process;

Segment your team and manage workflows.

Leverage technology (ATS and HRIS

system) build meaningful candidates

date 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 does your process break —

Candidate Sourcing or Screening, Setting

interview, candidate

communication, preparation of offers,

presentation, competition

Refutation or rebellion during onboarding?

Do recruiters ask recruiters to:

Tackling a hole with no chance

of being satisfied?

Are Internal Recruiters Struggling?

Multiple Generate/Compare

candidate?

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.

Does the applicant know all your steps?

hiring process?

2.

Do you have an opinion exchange with the candidate after the selection?

interview?

3.

what is your company review

Google, Indeed, 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 know, care, or understand

Recruiting, Hiring How to Make It Work

who knows how to take advantage of it.

Do not post job descriptions.start

Write an attractive job advertisement.

“What is your value proposition?

Employer of choice? ” lack of

answer or very inconsistent

Recruiters need to be wiped out.

8. Balance short-term and long-term needs

1.

Are there employment projections for 2023?

Based on recruits only?

2.

Do you do employee accounting?

retire, move on to performance planning,

Fire or resign, this is the first step

sure to stay ahead of the curve

Not just the current opening.

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

A consistent hiring process.

Candidate Database Means You Know

Candidates before jobs are opened.

no excuses or negotiations

I have exhausted my time and resources for recruitment-

for any other business purpose

seems more important.

topic
M&A Talent Training Development

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