Insurance companies can use staffing agencies as an effective way to enhance the quality of their hiring process.
A sound working relationship can assist insurance firms to hire better professionals as well as make their business more efficient. But the insurance company and the agency should be on the same tangent to achieve that goal.
Some useful suggestions for insurance companies to derive the most benefit out of their relationship with a staffing agency are as follows:
Understand the Hiring Options
It is important to assess all available hiring options thoroughly in case the recruiting agency is new to the firm. There may not be clarity on the services available to benefit the insurance business. Asking multiple questions can enable the company to be confident about their recruiting decisions.
Convey the Company Culture
A primary goal of a recruiter is to find an ideal fit between the candidates and their potential employers. A worker may be qualified. However, they will probably not sustain for a long time on the job if their habits or personality is not well-suited to the company culture.
An insurance company should take time to inform the agency of their corporate culture as well as the type of individual that performs well in the insurance industry.
Give a Single Position to One Agency
Some insurance firms engage multiple recruiting agencies. However, there should not be any overlap regarding filling single positions.
If the agency locates a candidate for a position that has been filled by another staffing agency, it can hurt the insurance company’s relationship with the recruiter. It can also be confusing to job applicants.
These issues could impact the company’s “employment brand” as well as the manner in which job seekers view the company. The company may even lose out on some suitable candidates.
Allow the Staffing Agency to Access the Decision Maker
For best hiring outcomes, allow the recruiting agency to access the decision makers in the company directly.
Using some lower down in the chain of command can cause the agency to miss out on important details on what the company requires. The decision makers can help the recruiting firm understand the exact requirements of the company.
Be Reasonable about the Job Market
The insurance company should discuss the job market openly with the staffing agency to determine the types of candidates that they can expect to get within their budget. The company can also understand the various ways to modify job expectations as well, if necessary.
For instance, if the company needs an extensive skill set, they may consider including some hands-on training rather than expecting a candidate who already has the entire skill set.
Be Specific
The insurance company should be reasonable about their expectations. At the same time, they should remember to be specific.
The firm should apprise the insurance company of the exact hard skills that they require along with the “soft” skills such as personality type as well as the skills needed to do well in the competitive environment of the insurance industry. This may also relate to the company’s culture.
Do Not Keep the Applicants Waiting Indefinitely
The insurance company should make a timely decision when the agency presents a candidate for evaluation. Inform the agency clearly on how long the approval process takes. Spending an excessive amount of time to arrive at a decision can cause the company to lose out on the best candidates to their competitors.
That is not ideal either!
