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Follow, Like and Share Your Way to Next-Gen Talent

Posted by Diana Shay Milazzo on Nov 13, 2018 9:58:00 AM

Written by Diana Shay Milazzo, Assistant Vice President, and Julie Arnold, Sourcer

 

 

Picture this: young job seekers spent their mornings flipping through local newspapers, combing its pages for new listings and eagerly scanning the copy for responsibilities and requirements to which they were a match. When intrigued, they would package their resumes neatly with a cover letter and drop it in the mail and then patiently wait to be called for an interview. Furthermore, it was not uncommon to be in the dark about an employer until the day of the interview. Employers, on the other hand, were limited to paying for help wanted ads to attract candidates; and until resumes started rolling in, they were limited to internal candidates and referral lists.

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Topics: Recruitment, Insurance Recruitment and Selection, Labor Market, Retention, Millennials

Where Have All The Executives Gone?

Posted by Richard Jacobson on Aug 28, 2018 1:25:23 PM

It is my pleasure to introduce a guest blogger for this latest post. Evie Moschel is vice president and engagement director for our executive search team. Her insights into the executive talent shortage are worth a read. Enjoy...

It is no secret that the insurance industry is suffering a severe talent gap created by the aging workforce. In fact, it is projected that the industry will need to fill nearly 400,000 positions in the next couple of years, but there are simply not enough employees and candidates to take these roles.

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Topics: Recruitment, Insurance Recruitment and Selection, Labor Market, Retention

Salary Strategies to Combat the Job-Hopping Craze

Posted by Richard Jacobson on Aug 14, 2018 8:18:37 AM

It is my pleasure to introduce a guest blogger for this latest post. Dave Coons is senior vice president of our professional recruiting team. His insights into salary trends are worth a read. Enjoy...

Today’s insurance industry is a passive candidate-driven market. As increasing retirement rates and the widening skills gap force organizations to continuously hire, workers feel empowered to switch jobs for a raise in pay. In fact, 2.7 percent of people in the private sector voluntarily left their jobs this May, the highest level since 2001, according to the Bureau of Labor Statistics. Employees know job-hopping is effective, too. The bureau reported last month that real wages have remained unchanged for all employees since June last year, even though the overall unemployment rate has significantly decreased. 

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Topics: Recruitment, Insurance Recruitment and Selection, Labor Market, Retention

Revive Your Recruitment and Selection Strategies: Kicking Off Your Recruitment Process

Posted by Richard Jacobson on Dec 21, 2016 9:11:11 AM

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.

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Topics: Insurance Recruitment and Selection, Healthcare, Recruitment, Managed Care, Life and Disability, Property and Casualty

Revive Your Recruitment and Selection Strategies:  “Who Are You?” Finding the Right Recruitment Fit

Posted by Richard Jacobson on Oct 19, 2016 8:51:22 AM

This blog entry is part three in Jacobson’s Insurance Recruitment and Selection series, which provides insights into updated recruitment and selection processes and strategies for the modern workplace.

So your organization needs to fill an open position? Before you kick start your recruitment process, it is vital that you develop a blueprint for the ideal candidate. Are there specific skills required to be successful in the role? Does your organization have core values that it seeks in all job candidates? Do personality and interpersonal relationships come into play?

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Topics: Recruitment, Insurance Recruitment and Selection