As the average age of insurance professionals continues to rise, there’s no doubt that recent college graduates are the future of the industry. That makes it even more alarming that so few truly know about the opportunities available in insurance and consider it a viable career path. But how do we recruit, hire, and retain the best candidates if they haven’t even begun to consider a career in insurance?
Gone are the days where you could post an opening online and wait to be flooded with eager young candidates ready to fill the position. If you want the best and brightest at your agency, you have to be creative and proactive in your recruiting approach. Here are a few tips to help you attract the best recent college graduates:
Refine Your Search: Whether your agency is big or small, it is important to be realistic about your recruiting capabilities. Take the time to evaluate your resources and focus your search on regional schools within a certain distance to your office, schools where you may have prior connections, and/or schools that offer insurance-specific courses and majors.
Your Employees Are Your Best Resource: Use your current staff as ambassadors for your agency. Ask employees to get involved in alumni associations and offer encouragement and incentives to promote available job opportunities at your company.
Personalize the Process: In the saturated job market, how can you set your agency apart from the crowd? Sometimes something as small as adding a handwritten note to your offer letter can add a personal touch to the process and create a connection with the applicants you want to hire. Think back to when you were fresh out of college and searching for a job; what could a company do to personalize the interview process and impress you as a potential employee?
Partner With Universities and Organizations: A lot of colleges now require an internship credit for their students to graduate. Working with schools to develop a program that meets their credit requirements can help create a funnel of qualified interns and potential future employees. There are also insurance organizations, like InVEST, that offer educational opportunities to high school and college students. Partnering with these types of programs can teach students about the opportunities available in the insurance industry while simultaneously bringing positive exposure to your agency.
Maximize Your Company’s Visibility: It’s no secret that your online presence is key to reaching younger candidates. Make it easy for potential applicants to find information about your company and use your social media accounts to help paint a picture of what life at your agency is like. LinkedIn can be especially helpful in creating connections with potential applicants and highlighting the benefits of your company in an easy and organic way.
Offer Volunteer and Philanthropic Opportunities: You’d be surprised at how many recent grads view philanthropy as a major selling point for a potential employer. A lot of younger people want to play a part in positive social change and want to be affiliated with organizations who have the same values. Highlight your work with local or national charities and provide opportunities for employees to volunteer their time for a good cause.
By: Tim Woitach