Page 21

carletta clyatt Senior vice president, Omnia Group

Hiring? Consider employees from all walks of life

Look out: The face of your top-talent employee is changing. And, a new, fresh approach to hiring, managing and motivating must be adopted by insurance leaders because of this change. Many insurance recruiters still favor seasoned professionals; those listing years of experience and eager to tell engaging stories about their past business encounters. However, experience alone does not necessarily translate into a win-driven performer. I have seen leaders in the insurance industry make the expensive mistake of hiring individuals with extensive work backgrounds, but no real substance. Often these are job hoppers with years of experience who claim they frequently switched companies to feed their own desire to explore new work opportunities. What they don’t say is that they actually fell short of employers’ expectations, were terminated or otherwise forced out of their previous positions. Today’s overflowing pool of job applicants makes it possible and probably beneficial to consider not only seasoned workers, but also younger ones and those from diverse ethnic backgrounds. Younger workers can bring to you their spirit, fresh perspectives and comfort with technology, while people from other cultures potentially can build your client base, perhaps reaching out to a community of well-suited business prospects you overlooked previously. How can you encourage a broader spectrum of workers to join your agency? What are the steps you need to take to appeal to, recruit and retain a new brand of top insurance professionals?

Young workers Young, energetic workers abound so it’s not so much finding them that’s a concern. Promote your agency on social-media sites and let young family members and friends know you’re hiring. It’s easy enough to find these employees. However, retaining 20- and 30-somethings often is the real challenge. Keep in mind the long-standing belief that a person will work for only one company throughout his or her career is gone. It’s extremely rare to find workers below the age of 40 who have worked for a single business since graduating high school or college. Graduates accept this trend throughout their career, so that makes them ask, “What is the company going to do for me?”


Spring 2018 Magazine