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
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
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:
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
Create an expert for each part of the .
Segment your team and manage workflows.
Leverage technology (ATS and HRIS
system) build meaningful candidates
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
communication, preparation of offers,
Refutation or rebellion during onboarding?
Do recruiters ask recruiters to:
Tackling a hole with no chance
of being satisfied?
Are Internal Recruiters Struggling?
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.
Does the applicant know all your steps?
Do you have an opinion exchange with the candidate after the selection?
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
Are there employment projections for 2023?
Based on recruits only?
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.
M&A Talent Training Development