It’s no secret the insurance industry is facing a talent shortage. An estimated 60 percent of the workforce is expected to retire in the next ten years and only about five percent of the incoming generation is interested in the insurance industry. These factors combined with an increase in technology-based positions result in a shortage of dedicated quality applicants for open positions at your company.
Due to these facts it is challenging to locate and secure the best candidates for open positions at your company in a timely manner. To find those candidates many internal recruiters or HR professionals choose to utilize the most common form of talent acquisition: online job boards. However, online job boards lead to more problems than solutions.
The problems with online job boards
Job boards are the go-to resource for active candidates searching to make a career change. These sites are flooded with millions of job seekers each day. When you post a job, it gets pushed to thousands of job seekers in a matter of seconds.Because of the high volume of traffic on these sites, you may receive resumes of active candidates for your open position.
While the idea of a plethora of candidate options may sound appealing, most of that traffic will be a waste of your time. Job boards tend to push postings to job seekers based on keywords in the job description without really understanding the actual requirements of the role. Because of this, you run the risk of receiving applicants who think they fit the frame of the advertised position (i.e. a job classified as management or sales) but have no relevant experience in the insurance industry. Job boards are ineffective when it comes to delineating truly qualified talent.
Based on keywords alone, you may receive applicants, but take into consideration the job seekers following the classic “apply for jobs you aren’t qualified for because you never know what will happen” advice. Now you have more unqualified/underqualified applicants on your hands eating up valuable resources.
Do you have the time to comb through all of these resumes looking for the one or two candidates who might be a great fit?
Even with high traffic, another limitation of online job boards is the type of candidates that apply. Job boards are swimming with countless active candidates searching for employment, but most of the time, those candidates aren’t the ones you need. The ideal candidate for your position is most likely a passive candidate, one who is happy, gainfully employed and successful in their current position, but if they are approached the right way may be persuaded to take a look at your career opportunity.
We are the solution
So now what? You know a job board isn’t going to help you find the correct person to fill open positions at your company, but what will?
At The James Allen Companies, we don’t post advertisements in hopes that the right applicant will knock on your door. Instead, our recruiters are out searching for the appropriate candidate and knocking on their door. We know how to find those passive candidates who would be an excellent fit for your company given the right opportunity.
Wetake the time to interview and evaluate candidates, getting to know the person behind the resume. By doing so, we can analyze whether or not the candidate has the correct skills, personality and previous success to meet your company’s needs. We focus on delivering only qualified candidates to your door.
Nothing costs a business more than an open position. Instead of wasting your payroll combing through endless stacks of resumes, we use our nearly four decades of experience to find you better candidates faster, saving you money. While using online resources to find candidates that fit your business is tempting to many, partnering with The James Allen Companies is your best chance for finding quality applicants. We are the experts at locating, obtaining and delivering candidates that best fit your needs. To learn more about us or speak with one of our experienced recruiters, give us a call at (573) 334-3688 or visit our website jamesallenco.com.