In today’s environment, one of the challenges commonly coming up in our conversations with insurance leaders is the difficulty recruiting passive candidates. Individuals who are not actively looking are becoming reluctant to learn about new opportunities; or in some cases, going through the full interview process and ultimately staying with their current employer. In this edition of Recruiter Report, we’re answering the question, "How can you help passive candidates feel comfortable accepting a new role in today’s environment?"

As business continues remotely for the foreseeable future, insurers can no longer delay filling critical positions. However, onboarding employees from afar may seem like a daunting task. If you have a new employee joining your team while operating in a virtual environment, it’s paramount to have a well-thought-out remote onboarding plan in place. By being intentional about your onboarding and orientation process, you’ll be able to successfully welcome new employees to your organization and set them up to thrive.

Insurance recruiting can be a delicate balance. On one hand, you’re trying to learn more about your candidate and express interest. On the other, you don’t want to seem as if you are desperate to fill a role, or the position itself is undesirable. As we approach Halloween, it’s time to take a step back and make sure you’re not “spooking” your candidates.

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.