Managing the talent shortage in 2022: Experience-driven suggestion

Managing the talent shortage in 2022: Experience-driven suggestion

Amy Simpson | January 20, 2022

No business wants to experience a talent shortage. Our most vital resource is people—the intellectual property they offer, the culture they help us build and the productive industries and communities they push forward into the future. 

As we look into that future, I feel it pertinent to first look inward to make sure our current and future clients are fully prepared for any opportunity to welcome new and agile talent onto teams that will ensure their position within the insurance industry. 

So, what can you do? 

Be more flexible

The last thing any company facing a talent shortage needs to be is unnecessarily rigid. I understand that standards need to be maintained and that you want what you want. Your best practices have brought you this far; they have brought you success and why should you change them?

Well, quite frankly, the world has changed over the course of the last few years and the hiring markets have changed with them. Candidate priorities have shifted to a life-work balance that requires more flexibility regarding location and work schedules that allow them more time at home and with loved ones. 

Learning to bend for high-level talent will not only add an invaluable team member—it will reduce the workload on your current team members working harder to cover the responsibilities of an open position during this talent shortage.

Expand your talent pool

This falls under being flexible as well. A resume is often not a reflection of a candidate’s true potential. It’s a list of work experience and education, but until you get to know the candidate personally and professionally, acquiring an accurate perspective on their interpersonal and communication skills, you’ll never really know how impressive they can be “off paper.”

A talent shortage is exactly when you should contact a recruiter

As a recruiter that has focused exclusively within the insurance industry for two decades, we have a pretty clear understanding of what this space has become and what it is becoming. We know what it takes to thrive here and what attributes are vital to a candidate’s success and have developed a process to properly uncover that often-elusive information. 

Because we know your industry and because we take the time to know you and what you consider essential to the growth and future success of your company culture, we take a targeted approach to finding only those people who will add to the depth and long-term capabilities of your organization. 

Working with a recruiter who is focused on your niche will ultimately reduce the time between grabbing a candidate’s attention and convincing them to make a positive career move. We will work with you to learn how to best market your business in a way that actively attracts candidates already active and working within the insurance industry. 

At The James Allen Companies, we will help you uncover sources of talent you may have never considered, leaving you stronger and more resilient, even during the uncertainty of a talent shortage. Reach out today to start a conversation.

About the Author

Amy Simpson
Amy has more than a decade of experience successfully recruiting experienced insurance professionals. Her extensive expertise and network of contacts has allowed her to place highly skilled and nearly impossible to find candidates in underwriting, claims, loss control, sales, premium audit, marketing, human resources, IT and beyond. She loves the challenge of looking for someone who seems impossible to find. Amy is committed to exceeding her clients’ expectations and enjoys helping people to enhance their careers. Amy has two young children, Noah and Jonah, with her husband Marc. They love to travel and look forward to planning their next visit to Disney World.
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