Today’s talent reality is shifting at a breakneck pace. This rapid evolution is bringing about an unprecedented movement away from the traditional workplace of recent years. Today’s modern workforce is increasingly “blended”—creating a unique combination of full-time, permanent employees working side-by-side with temporary professionals. Already, the inclusion of contract professionals is becoming the industry norm. However, 93 percent of organizations identify this widely growing “blended” workforce as a business concern.
The insurance industry stands amid a rapidly evolving talent market. Organizations are now face-to-face with the rise of virtual training, the push for inclusivity and the growing importance of the employee experience. Is your company prepared?
It is my pleasure to introduce a guest blogger for this latest post. Jaime Elgas is an engagement director with Jacobson’s insurance executive search practice. Her insights into interview best practices are worth a read. Enjoy…
You’ve put together a carefully worded job description. You’ve closely vetted each job applicant and determined your top candidates. Now it’s time for the interview. For many organizations, this step in the process can be tricky. According to a recent study, today’s business interviews are often ineffective. In fact, a study on predictors of job performance found that the typical interview increased the likelihood of choosing the best candidate by less than two percent versus no interview.
This blog entry is part four in Jacobson’s Insurance Recruitment and Selection series, which provides insights into updated recruitment and selection processes and strategies for the modern workplace.
Maybe your organization is scrambling to fill an open position after its Chief Actuary moved to a different organization. Or perhaps the executive committee has decided to add an Innovation Officer to help manage and update your company’s growing evolution. Regardless of the situation, the first step in any recruitment strategy should be a kick-off meeting.
As a result of the recent economic downturn, many organizations have embraced a “doing more with less” mindset—implementing drastic staffing changes and cuts to full-time employees. Despite the uptick in industry market conditions and a return to its pre-recession state, many insurers continue to maintain a “run lean” mentality. They are now employing a staffing strategy that provides cost-effective, proven solutions to deliver organizational support on an as-needed basis—temporary staffing.