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How to kill your career in one easy step
Amy Simpson

How to kill your career in one easy step

At The James Allen Companies, we are continuously working in earnest to help our candidates avoid the pitfalls and predicaments that threaten to undermine their attempts to further their professional success. Throughout the process, from the first resume to the first day at their new company, we leverage years of experience to help the individuals with whom we work navigate the unpredictable job market and improve their lives. Unfortunately there is one danger that stands above the others, luring too many candidates into the rocks with its siren song and forever leaving them professionally stranded:  the counteroffer.

 

We’ve written at length about the trap that is the counteroffer, but its recent resurgence has inspired us to remind our candidates of just how deceptive a counteroffer is, especially in today’s candidate-driven job market.

 

COUNTERACTIVE

If your goal is to advance within your career, there are few things you can do that are worse than accepting a counteroffer. Advancement requires courage. Accepting a counteroffer is hardly intrepid. A counteroffer is the quickest way to neutralize your career, ensuring nothing except that your path forward will only be more difficult. Your current employer will only see a person halfway out the door, which means opportunities for growth and promotion will be all but null. The company you turned down will no longer view you as a trustworthy option. With a tattered reputation and no viable options, the best you can hope to gain by accepting a counteroffer is maybe a little more money and only for as long as your current employer keeps you on board.

 

COUNTERPRODUCTIVE

The great fallacy of the counteroffer is that it is the successful result of leveraging an offer against your present employer. There is only one real winner when a counteroffer is accepted:  your employer. A counteroffer buys them time. Time to use your energy and insight to resolve projects and time to find your replacement. If a counteroffer wasn’t advantageous for them, they wouldn’t extend it. And if they realized and respected your value, it shouldn’t have taken the threat of departure to earn their attention.

 

COUNTERINTUITIVE

If you think of a counteroffer as an “option,” think again. The time to vie for improving your current employment is not in the eleventh hour. No one likes to be on the receiving end of an ultimatum, especially an employer who, on top of feeling pressured, likely feels betrayed. Accepting a counteroffer is essentially pouring lighter fluid on the bridge between you and your current employer and then handing them the lighter. When the time comes (and it will) that your employer decides to ignite that bridge, you will be dismayed to discover that your relationship among recruiters and other companies has left you with little options and less opportunity.

 

If you are seeking other opportunities only with the intention of leveraging a counteroffer, stop. Aside from the enormous waste of resources you are creating for all those involved, you are taking active steps toward destroying your career potential. If you are legitimately seeking a better opportunity, it won’t be found with your current employer. Don’t lose sight of the reasons you decided to pursue a new organization, and don’t cost yourself a better position and a greater opportunity by falling for the counteroffer trap.

Worried about retaining millennials? Start focusing on Gen Z.
Jeff Gipson

Worried about retaining millennials? Start focusing on Gen Z.

Last December we published an article titled “Our Last Word on Millennials.” And we meant it. If you haven’t already gone through the process of addressing your hiring processes and adjusting them to target millennials, you’re too late. This is not to say that there still isn’t a vital need to continue to develop hiring practices that are designed with millennials in mind, but millennials no longer represent the incoming class of young insurance talent. Generation Z is matriculating as we speak and entering the workforce with a set of skills and ideas that won’t readily mesh with millennial-focused recruitment efforts (and don’t even think about refurbishing your Gen X practices for this group).

 

For forward-thinking companies who recalibrated to attract generation viewed as the polar opposite of the baby boomers, their millennial recruiting victories may be short lived. Now, as the economy flourishes and the job market begins to favor jobseekers, a new hurdle is keeping the talent that they worked so hard to attract. When considering how to retain one generation, it may seem counterintuitive to discuss how to attract the next generation, but a closer look reveals that the two issues go hand in hand.

 

Forward-thinking Practices Breed Commitment

If you think millennials are eager to jump ship for the next best offer, please refer to the article linked in the first paragraph. The myth that millennials are more likely to switch jobs is long debunked. They represent a generation that witnessed a collapse of the job market and what is most important to them is security. Most job changes made by millennials are not motivated by their current wants but by their desire to increase their chances for a more financially stable future. The way your company approaches hiring Gen Z is a reflection of your perceived longevity. Companies that are mired in old practices do not instill a great amount of confidence in their millennial employees. Millennials want to work for companies that are continuing to think about and work for a profitable future. When you actively work to attract this young class of talent, you send a message to your millennial workforce that you care about their future.

 

The Future of Insurtech

As the ongoing talent crisis created by the mass exodus of boomers has many companies working to find and promote millennial talent into the roles being made vacant by these vertical shifts, the demand for innovative technologies within the insurance sector continues to rise. While there are certainly individuals of all generations skilled in this particular segment, it will take a concerted effort to attract Gen Z to satisfy the entry level tech needs of an evolving insurance landscape.

 

The impending changes to the insurance industry as it relates to technology are inevitable. In the coming weeks, we at The James Allen Companies will continue to provide meaningful content regarding the growing field of insurtech. We also understand that at the core of the insurance industry is people, and we believe that the most important factor in meeting the changing technology needs of the industry is attracting the right people. The first step toward solidifying your company’s future and instilling a sense of security among your team begins with a renewed focus on bringing in the next young generation of insurance professionals.

Getting the Most out of Your Recruiter: Communication is Key
Amy Simpson

Getting the Most out of Your Recruiter: Communication is Key

As we approach the conclusion of our series intended to equip candidates with key insight integral to their success, let’s consider what we’ve covered and how this final installment fits within the greater theme. In the first chapter of the series, we began with the end in mind. We discussed the dangers of counteroffers and how they can upend your professional growth. In the second chapter we approached the other end of the process, helping you understand why now is the time to capitalize on today’s candidate-driven market. From making the decision to explore opportunities to overcoming counteroffers, it is vital that candidates listen to and communicate with their recruiter.

 

The importance of open and honest communication may seem obvious, but its value to the recruiting process cannot be overstated. What we must reinforce is that the recruiter’s goal is to make the best possible match between candidate and company. We are trying to help individuals elevate their careers, and to do so, there needs to be reciprocal communication at all stages of the process.

 

MAKING THE DECISION TO MOVE

A career change can be a dramatic, life-altering occasion, and we believe that it is not something to be entered into lightly. We want to help our candidates improve their professional lives, and we believe that how that affects their personal lives is paramount. Among the numerous variables to consider, we stress that compensation should not be at the top of the list. Finding the right organization is more than finding the one that will pay the most directly out of the gate. Geography, company culture, and opportunities for growth should be among the most important factors a candidate considers when deciding to seek out new opportunities. It’s to the candidate’s benefit to be thoroughly transparent with their recruiter about why it is they would consider a change and what it is they are truly looking for.

 

THE PROCESS

From preparing and polishing one’s resume to prepping for interviews, a candidate needs to keep in mind that the recruiter is more than a conduit between themselves and potential employers. When given the complete picture of a candidate’s needs and wants, a recruiter can be an effective advocate. Throughout the process, recruiters are most effective when they have honest feedback both from the employers and from the candidates. Additionally, not only is it vital that communication be open and honest, but it should also be timely. Being slow to respond or completely unresponsive erodes leverage that might help recruiters assist candidates in pursuing and achieving their favored opportunities.

 

TRANSITIONING

Recruiters like us at The James Allen Companies do not consider the job completed once a candidate has accepted an offer. The transitioning phase can be one riddled with questions and concerns for all parties involved. Continuing to maintain open and available communication helps ensure this process goes as smoothly as possible.

 

At The James Allen Companies, we are committed to creating matches between employers and candidates that exhibit the potential to be mutually beneficial. We want to help organizations find the people best equipped to help them grow, and we want to help candidates land opportunities with the promise of helping them achieve their professional goals. Ultimately, what is most important for our candidates to understand is that we are concerned with helping you achieve those goals, and we have the best chance of success when there is consistent and reliable communication through all portions of the process. The more engaged a candidate is, the more likely we are to succeed.

Getting the Most Out of Your Recruiter: Capitalizing on a Candidate’s Market
Jeff Gipson

Getting the Most Out of Your Recruiter: Capitalizing on a Candidate’s Market

In our first installment of this three-part series focusing on the advantages of a quality recruiter for candidates we took you to the end of the process:  counteroffers. We did this for a number of reasons. Counteroffers are historically and statistically a detriment to the candidate. They serve as little more than an insult from a current employer who is likely doing what they can to retain an employee long enough to find their replacement. Accepting a counteroffer is also a quick way to irreparably damage one’s reputation, sending the message to the current employer, the prospective company and the recruiter that a candidate lacks integrity and honesty. Another reason why accepting a counteroffer can prove to be counterproductive is what brings us to this, our second installment on Getting the Most Out of Your Recruiter.

 

THE MARKET SHOULD MOVE YOU FORWARD

It’s little mystery that today’s insurance job market is candidate driven; however, it is this type of environment that can allow candidates to become a little too complacent. A candidate-driven market is not enough on its own to put insurance professionals on the fast track to success and upward mobility. Using the rising demand for talent as a lever within your current company is an enormous misstep, as it relates to the market. There are undoubtedly great opportunities out there for talented professionals with the dedication and drive to capitalize and further their careers. That being said, it makes little sense to use those opportunities as empty threats to pressure your current employer into offering a little more salary.

 

THE FOREST FOR THE TREES

With a candidate-driven market you will likely find many qualifying opportunities. Perhaps too many. This is really where one begins to appreciate the value of an experienced and knowledgeable recruiter. Understanding markets and knowing companies is their profession. Tasking yourself with evaluating multiple opportunities while balancing your current responsibilities can be more than difficult, it can be impossible. Working with a recruiter entrenched in the insurance industry provides you with a perspective that can focus your search and help you connect with an organization that can truly offer you the ability to maximize your career potential.

 

A CHANCE TO STAND APART

While every other candidate is relying on the market to do the work for them, these are the conditions in which the best can truly separate themselves from the pack. The market is like a current that has potential to carry candidates down the river, but those with the tenacity to still swim will find that they will go much farther, much faster. So how does one swim with the current? Many candidates approach this market with a “what’s in it for me” mentality. Imagine the refreshing shock potential employers will experience when they interview individuals who show up prepared, professional and interested in how they can help the company. Organizations will cling tightly and reward dearly those forward-thinking professionals who exhibit the willingness and the aptitude to go above and beyond regardless of what the job market dictates.

 

At The James Allen Companies, we have long been helping great people connect with great organizations in all job climates. We bring years of real industry experience and recruiting expertise to the table, which carries a great deal of weight with the clients for whom we recruit. The insurance job market today is positioned in such a way that candidates who are savvy enough to utilize the services and commit to the advice of experienced recruiters can enjoy success like never before.

Getting the Most out of Your Recruiter: Understanding Counteroffers
Amy Simpson

Getting the Most out of Your Recruiter: Understanding Counteroffers

If you are potentially open to exploring new opportunities, a recruiter can be a valuable, if not vital, ally. The benefits of a dedicated recruiter go beyond providing access to options, which in and of itself is a hefty benefit. A quality recruiting professional can provide the resources and recommendations to help you stand apart from other applicants, and they do this at no charge to you. To provide candidates with a better understanding of how recruiters can help them, we have developed this series to present three unique perspectives of the job search and hiring process and how a recruiter can help you overcome obstacles and create opportunities. We will discuss everything from better understanding how the overall insurance market is ideal for dedicated and driven professionals to elevate their careers to the importance of communication throughout the process. While this series does not entirely encompass the total value of a recruiter, it should provide you with a greater understanding of their necessity throughout the process.

 

In his bestselling work The Seven Habits of Highly Effective People, Stephen Covey urged his readers to “begin with the end in mind,” and that’s what we’d like to do in this series, which is why we open with one of the final hurdles of the hiring process:  counteroffers. The topic of counteroffers is an apt one because it should serve as a reminder of why you began the process, and why it is important to understand a counteroffer for what it really is.

 

WHY ARE YOU POTENTIALLY OPEN TO A CHANGE?

At The James Allen Companies, when we approach a potential candidate with an opportunity, we are interested to know what factors are important in a new opportunity. Salary is only one component but it can’t be the sole reason for considering a change. In the full spirit of disclosure, we are exceedingly hesitant to work with individuals whose only driving force is a better salary. We are looking for dedicated and driven professionals who have the vision to look beyond salary and consider other cultural and professional factors. If we feel that your aspirations and attributes are a match with our client, then we help facilitate and navigate the process. If the process culminates in an offer, then you may have to contend with a counteroffer. If a counteroffer occurs, it creates an opportunity to reflect on why you chose to seek out and accept a new position with a new company. It is also a good time to refresh yourself on the truth and consequences regarding counteroffers.

 

A WOLF IN SHEEP’S CLOTHING

Before going any further, it’s imperative to see a counteroffer for what it really is. Keep in mind that at this point you have accepted an offer from a company excited to bring you on board. The counteroffer is presented when you tender your resignation for your current company. In reality, the counteroffer is an insult, a last-ditch effort to save the company from an inconvenience. Loyalty is vital, and a counteroffer is the opposite of loyalty. It’s an act of desperation that your former employer will use to allow themselves more time to find your replacement. To accept a counteroffer is to sacrifice more than a great opportunity, but it is to sacrifice your reputation, and all for an empty gesture that will most assuredly end poorly.

 

WHAT IF YOU ACCEPT THE COUNTEROFFER?

If you were to accept a counteroffer from your current employer what can you reasonably expect to change other than your salary? If you’re lucky, nothing will change, but statistics suggest you probably won’t be that lucky. According to numerous industry reports, 70 to 80 percent of people who accept counteroffers either leave or are let go within a year. Either you discover that the same reasons that led you to seek new opportunities persist and you find yourself back on the hunt (only now, most likely, with one less option since the company whose offer you rejected in favor of the counteroffer is likely no longer interested), or your company retains you long enough so that they can seek out your replacement. Even if you are one of the 20 to 30 percent of people who make it beyond that year, how will you handle future negotiations? How do you think you will be received in future negotiations? Accepting a counteroffer doesn’t move you forward but only keeps you mired in the past.

 

If the only way to inspire your company to reward you is through the threat of accepting a new offer, is this the kind of company in which you really have a future? You sacrifice more than just a new opportunity when you accept a counteroffer. You sacrifice your reputation with your current employer, other companies and recruiters. Ultimately, a counteroffer is never going to take into account the most important reasons for seeking out a new opportunity. A counteroffer is not going to improve your professional ambitions. It is not going to improve your career. What it should do, however, is remind you why you chose to move on in the first place, and why you’ve made the right choice.

How to Lose a Candidate in 10 Ways
Jeff Gipson

How to Lose a Candidate in 10 Ways

  • By Jeff Gipson
  • April 26, 2018
  • Blog

Are you worried about attracting great professionals? Are you concerned that your hiring process might be making too positive of an impression on potential hires? Cast your worries aside. If you think you might be at risk of getting dynamic and talented individuals excited about your organization, The James Allen Companies has curated a list of the 10 most surefire ways you can drive away the best and brightest and keep your company from competing at the highest levels. Even for companies striving to grow and succeed by hiring great candidates, the list stands as a reminder of the mistakes that can cost your organization a chance at the best passive talent.

 

  1. Take Your Time

    When we search for candidates for our clients, we look for the most impressive passive talent that truly matches the opportunity and your organization’s culture. So when we present these proven professionals to you, be sure to stretch out your interview process for as long as possible. Nothing tells a highly qualified candidate that you couldn’t be less interested in them or more incompetent than draining every last bit of energy they have for your opportunity. An added bonus is that they may tell their colleagues how drawn out and painful your interview process was, ensuring that you’ll lose out on attracting other talented professionals.

  2. Assume They’re Jobless

    As we said, we seek out passive talent who are too focused on succeeding to be active in the job market. These individuals are employed and successful, but that doesn’t mean you have to treat them that way! If you want to drive away a great fit, there’s nothing quite as effective as making them feel like they should be thanking you for even taking the time to talk with them. Make sure you let them know early and often that they’re lucky to even have a chance at your opportunity, regardless of their past and present successes.

  3. Make ‘Em an Offer They CAN Refuse

    So you’ve been dragging out the interview process. You’ve made it clear that you believe you are their only hope in ever finding gainful employment (regardless of the fact they are already employed). But they’re still listening? Now it’s time to play hardball. If they haven’t figured out just how little you think of them, nothing sends the message of how little you value great talent by putting a paltry price tag on them. If you know what they’re making, offer them less. That’ll show them what you think they’re really worth.

  4. What’s Better Than One Great Passive Candidate?

    Ten mediocre active candidates! We have stressed in the past that the best and brightest candidates are most often those that are currently employed and not actively seeking new opportunities. The easiest way to discourage these great individuals is to bypass them altogether. By sticking to unhappy and underqualified applicants, you’ll avoid the exhausting work of scaring away impressive passive candidates.

  5. Put Them in the Pile

    Just because these great passive candidates didn’t come to you like the average applicant doesn’t mean you can’t treat them like any Joe Schmoe off the street. Sure, they aren’t even actively pursuing new opportunities, but by telling them to fill out an application before you’ll even consider speaking with them, you are all but ensuring they remember why they dislike the entire process, sending them back to the arms of their current employer.

  6. Resumes: Interviews For Dummies

    One expert solution to reducing passive candidates to nothing more than a faceless name is to distill them down to a single sheet of paper. Taking a three-dimensional professional and basing your entire perception of them on a two-dimensional piece of paper is an excellent way to keep them disenchanted and in the dark. Remember, there’s nothing a candidate can tell you about their vast experiences that you can’t learn from a few brief lines of text on a resume.

  7. “Why Do You Want to Work With Us?”

    Let’s not forget these passive candidates weren’t looking for a new career. They certainly weren’t looking for you. They may not even know anything about you or your organization. Still, that shouldn’t stop you from making it very clear that they are very lucky to have an audience with you. If you want to take this strategy up a notch, passively imply you don’t think they’re quite qualified while also dismissing their credentials.

  8. Keep Them Waiting

    Don’t limit yourself to only delaying the overall process of interviewing and making a decision. Take every opportunity to keep candidates waiting, apprehensive and uncomfortable. A key moment to express just how disinterested you are in a passive candidate comes at the interview. If you have the interview scheduled for 9:00 A.M., the candidate will most likely be there early. Keep them waiting until about 9:20 just to give them adequate time to really question your culture and begin reconsidering the opportunity altogether.

  9. Make it About the Money

    The best professionals in the industry are serious about what they do and they do it well, which is why you will want to ignore everything about the opportunity and cut straight to the chase. Keep it general and talk primarily about the financial reasons. If they’re only there for the money, then it’s only a matter of time before they leave again. And then you get to start the whole process over! This is a really great tip for not only pushing away serious individuals but for also landing employees who are only motivated by the most superficial factors.

  10. Candidates are Mushrooms…

    So feed them crap and keep them in the dark. A common theme among our tips is making them wait, and then making them wait a little longer. The best time to keep them out of the loop is after the interview. They are going to be eager to know how it went, which is why you want to withhold that feedback for as long as possible. And when you do provide it, keep it vague and noncommittal.

 

In all seriousness, we know you want the most talented and driven candidates that truly connect with your company’s mission and culture. We also know that an applicant being active and/or unemployed should not immediately discount that individual’s potential; however, the best candidates are usually the ones not currently seeking new opportunities. It then stands to reason that they are going to be the ones most easily turned off or discouraged by unnecessary delays and apparent disinterest. If you are interested in landing the best passive talent, like the professionals presented by The James Allen Companies, be sure to NOT follow the aforementioned tips.

Why Passive Candidates Are Like Bananas
Amy Simpson

Why Passive Candidates Are Like Bananas

When referring to the candidate market, the term market is often used in relation to candidates as a commodity, but the more traditional definition of the word as it pertains to a store is also applicable. To run with this analogy, we have to think about candidates as products, but we also have to be careful to not lose track that unlike typical products on a store shelf, candidates aren’t simply there for the taking. They are in greater control of their destiny than a bag of chips or a case of water. Unfortunately, too many prospective employers misunderstand the candidate market and cost themselves exceptional professionals in a market where the shelves are not so easily replenished.

 

Candidates Have a Shelf Life

Candidates aren’t canned goods. They aren’t going to sit on the shelf forever. In the words of a fellow recruiter, when it comes to explaining “the lifespan of a person’s psychological excitement when approached with an exciting career opportunity,” candidates are like bananas. After about a week on the shelf, bananas have passed the threshold for most people’s taste preference. When searching for talented professionals to meet your staffing needs, it’s important to understand that the best are not products filling the shelves. The best candidates aren’t really candidates at all. They are passive talent. Fresh and handpicked. Like the freshest produce at your local market, these professionals are only going to remain ripe for your opportunity for a limited time.

 

Supplies Are Limited

It takes extensive experience and a concerted effort to locate the best passive talent to match the unique needs of an organization and specific opportunity. Our experience has proven that the best are rarely already on the shelf, and they are even less likely to remain available after they’ve been given the chance to consider new opportunities. As we’ve already established, passive candidates have short shelf lives. It’s equally important to understand that there isn’t a deep back stock of candidates with the right combination of qualifications and culture like those we present to our clients. If you allow a candidate’s interest to expire, don’t be surprised to not find another as talented or as qualified.

 

Beware Other Shoppers

When professionals are recruited for specific opportunities, it’s important to keep them focused on the client for whom they have been sourced. But this is where the market analogy begins to break down, because as much as we can make these comparisons, candidates aren’t products, they’re people, and when people are made aware of one opportunity, it isn’t long until they grow curious about other opportunities. The goal is to encourage smooth and seamless processes that keep candidates excited about the specific opportunity, but there is only so much that can be done to maintain their interest. In the end it is not the candidate, but your opportunity that becomes the banana, and the longer they wait the more sour it becomes to them.

 

Ultimately, the market works both ways. Candidates have expiration dates, but so do opportunities. When a passive candidate moves past their expiration date, they either move back into the comfort zone of their current position or they move on to a newer opportunity. When an opportunity reaches its expiration date, it loses out on the best talent and either settles on less-qualified candidates or remains vacant, both of which can be a strain on the resources of an organization. Passive candidates have an exceptionally short life cycle and positions that are open too long quickly become less appealing to more discerning talent. At The James Allen Companies, we rely on years of experience and extensive sourcing to locate and present our clients with the most relevant passive talent. Our efforts uncover professionals that have the skills and background needed to not only fit the needs of the opportunity but also the culture of the organization. Often, the vital difference as to whether or not our clients are successful depends on how aggressively they move on the talent we present.

Weathering the Talent Storm
Jeff Gipson

Weathering the Talent Storm

In 2017, we sounded the alarm bell regarding the impending talent shortage that is to be a result of the massive retirement of Baby Boomers. By October of that year, according to data collected by Pew Research and the Social Security Administration, Boomers were entering retirement at a rate of 10,000 individuals a day. That is an astounding number, and it is not even close to slowing. In our Eleventh Hour series, we outlined the dire future for the face of insurance talent. In the opening article of that four-part report, we touched upon one statistic that estimated around 25% of industry professionals would be retired by 2018 and that by 2020 the industry could likely face nearly half a million vacancies. If the storm is upon us, we most likely have not even reached its eye. Now is the time to begin assessing the loss that is probably already occurring and is going to continue, as well as how your organization can not only weather the storm but find a way to succeed in spite of it.

 

Loss You Can’t Control

Burying one’s head in the metaphorical sand may be a good way to drown out the maelstrom of today’s talent climate, but it makes it impossible to make an honest assessment of the loss that is already occurred and develop strategies to counter that loss and defend against future vacancies. The first step is to accept the things we cannot change. Baby Boomers are retiring, and they’ve earned that retirement, so disregard any notion of trying to retain them because that’s only a bandage on a gaping wound. Whether it is today, tomorrow or two years from now, the most substantial sector of industry talent is packing their bags, and they’re not coming back. Now is the time to display to your upcoming talent how your organization honors and respects the years of service they’ve given your company. You may not be able to keep them, but you can make a lasting impression on younger generations in the way you help them exit.

 

Loss You Can Mitigate

If you’ve been proactive enough to keep your head out of the sand, then you are already headed in the right direction. If you are giving the appropriate attention to the exodus of Boomers, then you are doing even better, but be wary that while your back is turned, other companies are taking this opportunity to siphon away your next generation of leaders. There’s a reason why, when speaking about today’s talent climate, experts use words like “crisis” and “dilemma.” This is a storm that has not only ripped a hole in the front of the vessel, but it has also cut an opening in the back of the ship, causing you to incur losses from the bow and stern. While a portion of the loss is inevitable, there are measures that can be taken to improve retention of the valuable talent that is waiting in the wings. It’s important to note that when your competitors come for your upcoming talent, they aren’t going after your more disgruntled staff who are submitting to job boards and filling out online applications. Your competitors are using all means at their disposal to target your best and brightest employees. These professionals are ones you cannot afford to lose, and the ones most in your power to keep. As previously mentioned, the way you express your appreciation of your retiring professionals can send a strong message to your younger talent about the intrinsic value of your company. Efforts to promote retention can also have the added effect of attracting the new talent your organization will absolutely need to move forward.

 

The Best Defense is a Good Offense

Regardless of how incredible your retention efforts are, there is not enough talent on your bench to compensate for the inevitable losses that are occurring and will continue to occur over the next several years. Even the deepest benches will be exhausted either through promotion or losses to hungry competitors willing to do whatever it takes to replenish their own talent needs. Storms deplete resources, and this storm is no different. As we already mentioned, strong retention efforts can simultaneously increase the intrinsic value of your organization, attracting new professionals with the promise to help your company weather the storm. An added benefit of being proactive and acquiring high-quality professionals sooner rather than later is that it improves the overall atmosphere of your work environment, increasing your odds of retaining the talent you already have. Addressing your talent concerns early allows you to not only survive the storm, but it gives you the advantage to thrive during it. This means greater success now and in the future for your organization, and there is perhaps no better retention tool and talent magnet than success.

 

The James Allen Companies has been long studying the impending Baby Boomer exodus. Our research and extensive experience has allowed us to help a number of clients address the talent shortage that is already affecting the insurance industry as a whole. We are interested in doing more than filling vacancies. Our efforts allow us to deliver exceptional passive candidates, candidates who, like your best, are not actively seeking new opportunities because they are too busy producing results. We work with clients with the intention of promoting their success now and in the future. If you are ready to prep your business for the talent storm by hiring the most sought after professionals in the industry, contact The James Allen Companies today.

Retained-Like Services on a Contingency Basis
Amy Simpson

Retained-Like Services on a Contingency Basis

The James Allen Companies has established a reputation of quality and integrity within the insurance industry and has done so by presenting companies with highly qualified professionals quickly and effectively. In our constant efforts to provide exceptional service, we explored the search solutions of several competitors and were surprised to discover that while we also offer outstanding retained and contained services, our contingency offerings were much more aligned with the level of service many firms identify as retained. We quickly realized that we offer retained-like services but on a contingency basis. Unfortunately, this has somewhat unfairly placed us in the same space as other contingency firms that offer a diluted product, so we set out to create a summation of what retained service looks like and how the contingency search of The James Allen Companies is more closely associated with retained searches, in terms of quality and dedication.

 

The most identifiable difference between our contingency services and the retained offerings of other firms is the fee structure. Whereas traditional retained services not only typically charge a higher fee, they also require a portion of that fee (usually one-third) upfront to engage the service and another portion (another third) of the fee at a set point within the process. Before a candidate is even placed, most retained options will have charged a client nearly 70 percent of the total fee. Our contingency option requires no initial commitment fee, and a charge is only incurred upon successful completion of the search. Aside from differences in fee system, we outlined five of the leading value propositions of retained firms and addressed how we at The James Allen Companies provide these same values on a contingency basis.

 

  1. Exclusivity
    Many retained firms will attest to the fact that the candidates they source for you are not shopped to other clients. We approach the search process with the same exclusivity, seeking the best candidates for specific opportunities.
  2. Timeliness
    We approach each job order with the expediency and dedication required to locate and attract the most talented professionals. Our contingency model actually serves as a motivating factor to exceed our clients’ needs and expectations.
  3. Passive Candidates
    A common implication of retained search is that this service is the only way to connect with top candidates who aren’t actively looking for an opportunity. We rarely work with active candidates, focusing primarily on the passive talent that stands to best serve our clients.
  4. Expertise
    We bring real and relevant insurance and staffing experience to each search. With a deep history in the industry, we truly understand what companies need in order to succeed and we know how to deliver on those needs.
  5. Guarantee
    Retained firms will often toss around the assurance of a guarantee to solidify the superiority of their services; however, The James Allen Companies is committed to the success of the candidates we place, which is why we too offer a guarantee on our placements.

 

If you are currently exploring the services of an insurance-specific recruiting firm, we challenge you to contact us and discover how we can provide the same level of service on a contingency basis. Perhaps you have had past experience with the contingency options of firms that reflect a less knowledgeable approach that lacks the dedication and resources your organization needs to find the best talent. What we believe you will find, however, at The James Allen Companies is that we believe in always providing our clients with exceptional solutions that are designed to place top professionals that meet their technical and cultural needs, regardless of the label associated with the search option they choose.

Our Last Word on Millennials
Jeff Gipson

Our Last Word on Millennials

The end of 2017 is fast approaching, and as the year closes, we feel it is time to close the book on one particular topic that has dominated the hiring conversation for the past few years:  Millennials. We don’t expect this article to be the final word on the place of Millennials in the workplace, but it will be the final word for us. The time to debate just how terrible or great Millennials are is over. They are fast approaching the majority as the workforce. According to a study conducted by IBM, by 2020 Millennials will comprise 50 percent of the U.S. workforce. By 2030 they will represent 75 percent of the workforce. The time for pontificating over every outlandish claim that Millennials want to work solely from the comfort of their studio apartments or commute to their jobs in eco-friendly, refurbished Ferris wheels that are fueled by compost and hopes is over. Millennials are not the future of the workforce; they are the present, and it’s going to be okay.

 

In reference to the aforementioned IBM study, the insight and statistics provided are a sound representation of the myths versus the realities of the Millennial workforce, but it is also important to the context of this article to remind you that the study was conducted in the summer of 2014. At this time the age group for Millennials as prescribed by the study was 21-34. This means that by next summer, Millennials will be represented by individuals in the 25-38 age range. By the summer of 2020, when Millennials will be hitting 50 percent of the workforce, some of them will also be hitting 40 years old.

 

The goal with this, our last word on Millennials, is to confront a few of the enduring myths and, through the context of the IBM study, dispel them. While the study was a broad endeavor spanning 6 industries, the stereotypes and concerns addressed mirror those we have fielded within the insurance industry.

 

Millennials want different things from a career than older generations

Despite the insistence that Millennials are out to completely undermine or revolutionize the very concept of work, the research suggests otherwise. In fact, in regards to career goals, Millennials and Baby Boomers are almost identical in what they feel is important. Among the top goals for these two groups is to work for leading organizations and make a positive impact within that organization. If any generation is an outlier in terms of career goals, it is Generation X, who, at the time of the study, was comprised of individuals falling within the 35-49 age range.

 

Everyone should get a trophy

This has become the motto of cynics everywhere in regards to Millennials. Unfortunately for them, it doesn’t bode well in the face of the data. Millennials appear to be more concerned with working for leaders who value transparency and dependability rather than leaders who heap praise on their subordinates. While Millennials are more likely to value recognition than Generation X or Baby Boomers, the importance of this has been greatly exaggerated. Accolades are far less important to Millennials than fair treatment.

 

Millennials are eager to jump ship

Like every other generation in the workforce, Millennials strive for upward mobility within their career. They want to be able to grow and develop into roles that offer greater challenges as well as greater rewards. Are Millennials susceptible to making an organizational shift for their benefit? Yes, but no more than any other generation. In fact, individuals belonging to Generation X are more likely to change jobs for reasons of finance or passion than Millennials. The itinerant nature of Millennials seems to be more a product of the economic times rather than an internal desire to change jobs.

 

If Millennials are the future of the workforce, then the future was yesterday. But really, the most important thing to concentrate on when interviewing Millennials, or Gen-Xers, or Baby Boomers (and yes, you should be considering applicants from all these generations) is that they aren’t just a Millennial or a Gen-Xer or a Baby boomer. They are an individual, and if you interview well and listen closely, you might just learn what it is they are looking for, not as a member of some generational group, but as a person.