Is there a best practice when using AI to hire for insurance roles?
What is the current situation?
In general, hiring in the insurance industry across North America has stabilized in recent years, with 58 percent of employers saying they plan to expand jobs into 2019. As with other white-collar industries, though, there’s still a perception of a “skills gap,” i.e. key roles are hard to fill. This can often be solved by increasing wages, but not every insurance company has the ability to do this.
As Monster.com has noted, however, insurance is often the “Rodney Dangerfield” industry, i.e. “can’t get no respect.” One of the issues is candidates not fully understanding the scope of roles. Continue reading
Candidate experience is a top recruiting priority this year and there’s no better source of data on it than the Talent Board.
Their extension data collection has created invaluable benchmarks for organizations big and small. Overall, the winners of the CandE Awards demonstrate these best practices:
Listen and communicate more often.
Set clear expectations about the recruiting process from pre-application to onboarding for candidates.
Hold themselves more accountable for candidate experience and talent acquisition performance while measuring it regularly and consistently.
Be perceived by candidates as having a fairer process (e.g., candidates believe they have been able to share why their knowledge, skills and experience deserves consideration for the jobs to which they have applied). Continue reading
Most advice on improving quality of hire will mention “getting executive buy-in” on both the importance of quality hiring and what types of people they think the organization needs or where the strategy is going.
As many recruiters know, however, getting executive buy-in for recruiting efforts can be a challenge.
The biggest ways for a recruiter to improve their quality of hire are to do some of the following:
Use technology wisely
Look at the data: where in the hiring funnel are things dropping off?
Revisit the metrics associated with someone defined as a quality hire
Build better relationships with hiring managers
Those are the “big four” ways to improve quality of hire. Continue reading
Many recruiters don’t consider the psychology of how to approach different industries and verticals, even though they’re recruiting human beings, so psychology is going to play a role somewhere.
Here are 5 steps to understanding the psychology of candidates for financial institutions.
Step 1: Make sure you’re undeniably professional
While financial services are now embracing digital and mobile and tech overall, it’s still a traditional industry in terms of processes and behaviours.
And because salaries for early-stage career hires are higher than in many other industries, there’s an expectation of professionalism throughout the process. This means making sure you’re on time to all meetings, presenting well physically for any in-person appointments, and having strong grammar in any email correspondence. Continue reading
In 2018, employers are looking to hire more than ever before, while many employees are looking for a change.
According to a recent study by CareerBuilder, an astounding 40 percent of employees reported that they plan to change jobs in 2018. With so many candidates applying to jobs, companies are going to have to step up their game to attract the most qualified applicants and organize them once they’ve applied.
That’s where finding the best Applicant Tracking System comes into play.
What is an Applicant Tracking System?
An Applicant Tracking System, also known as an ATS or talent management system, is an easy-to-use computer-based hiring tool that can help recruiters save time and stay organized as they search for the best candidates. Continue reading
Communication among recruiting teams can be a pretty messy situation. Ask 100 recruiters about their least favourite thing about their job. The answers would probably include:
Poor or a lack of communication in the workplace
Too much task work and top-of-funnel activities
We’ve already talked several times about reducing task work (e.g., automate the top of funnel activities), so let’s discuss communication.
There are two major issues around communication on teams:
The caring aspect: Communication in the workplace drives everything — how can you know what to do if someone isn’t communicating it? — but it’s often viewed as a “soft skill.” As a result, many people ignore communication and focus on tasks or revenue-facing activities. Continue reading
What should you be doing as a recruiter? Most would answer this by simply shifting the word: You should be recruiting, of course.
Makes logical sense. But recruiting involves lots of different things:
Working with hiring managers
Moving through the process
Working with HR on an offer
It’s a lot. There are theoretically 40 work hours in a work week, although many of us do work more.
Science has shown that about 55 hours/week is a hard ceiling on productivity. That’s 10+ hours/day Monday to Friday.
A percentage of that time will be taken up by calls and meetings. Continue reading
Recently, I read an amazing HROS case study by Johnny Sanchez, Head of Recruiting & Onboarding at Hot Topic, on how he and his team completely transformed their onboarding process. One detail that stuck out to me on how he did it was by “surveying hires over the previous six months.”
With all the attention being paid to improving candidate experience, one obvious strategy should be top of mind: are you collecting feedback from your actual candidates?
Here are 3 effective ways you can collect feedback to improve your candidate experience.
1. Using a chatbot as a candidate feedback tool
Sutherland, an IT service provider, built its own chatbot, Tasha, as a communication tool for their candidates. Continue reading
To most people, recruiting is “a HR thing.” That’s the silo it belongs to. Silos are very prevalent in business. In fact, Machiavelli discussed silos in 1513.
But we also work in a time when collaboration is super important. Teams are scattered all over the country or even the world, and the strategy often involves a “road map,” which means A needs to be finished before B gets started. Groups need to come together to hit goals.
The “knowledge economy” we often reference is really a “collaboration economy.” Collaboration and silos don’t typically go well together.
All this said, what other departments should talent acquisition be working with the most? Continue reading
If you work in a tech-driven atmosphere, time to hire is still important, even increasingly so. A lot of tech organizational planning is based on road maps and sprints with sequential budgets (e.g., Project A must be finished before Project B can commence).
If this how you’re doing planning and budgeting, speed in hiring is crucial. You need to get the right people – and fast. This means thinking really strategically about remote workers, salary bands, how to source effectively, and everything else that would go into a quality hire discussion.
But there’s another school of thought, embraced by people such as Malcolm Gladwell, that recruiters have too much of a focus on speed, and should slow down and think more about what they actually need. Continue reading