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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…
Read MoreGetting 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…
Read MoreGetting 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…
Read MoreHow to Lose a Candidate in 10 Ways
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…
Read MoreWhy 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…
Read MoreWeathering 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…
Read MoreRetained-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…
Read MoreOur 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,…
Read MoreHow Moneyball Helps Us Find the Right Talent
“Adapt or die.” That’s the response Billy Beane offers his head scout when the latter challenges Beane’s (at the time) unorthodox method of recruiting the best baseball talent in the film Moneyball, the 2011 sports drama that chronicles the true story of the Oakland A’s 2002 baseball season and how they found success by ignoring…
Read MoreThe Eleventh Hour Part 4: Investing in Education
As we look to close our four-part series on talent-shortage crisis, we begin to look forward to better understand what the insurance industry can do to combat the impending deficiency of qualified leaders and personnel. To recap the major points of our Eleventh Hour series: baby boomers are retiring en masse, leaving a large hole…
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