The High Cost of Treating Job Seekers Poorly

The High Cost of Treating Job Seekers Poorly

The High Cost of Treating Job Seekers Poorly

The High Cost of Treating Job Seekers Poorly

Is your insurance agency HR team overwhelmed with responses to job openings? If those inquiries and responses are not handled in a timely manner do they lead to frustrations for the prospects and turn into a “negative cost” to the insurance firm?  An example of this negative cost would be the candidate relaying those frustrations on social media (Facebook, Twitter, etc.) and affecting the perception of the insurance agency in the community.   

 What can HR Units of Insurance Agencies do to avoid paying this negative cost? We suggests the following Tips:

1. Be detailed
When posting a Job Order on a job site, be as detailed as possible. Indicate exactly what you are looking for and the needed skill set and experience level desired for the position. Outline the salary range and provide the dates that all resumes should be submitted by and when responses to those submissions will occur. This will cut down on unqualified resumes.

2. Be automated
Have an initial automated response to each resume submission telling the candidate that the resume and/or application has been received by the firm.  This should be date stamped.

3. Walk in the candidate’s shoes
If the application process includes testing or additional submission of materials, make sure that the HR/Recruiting team understands that process (knows where the bumps in the road are) and can walk the candidate through the process.

4. Deliver what you promise
Once you layout the application and interview process, meet the stated delivery and response times (this is the # 1 frustration for candidates).

5. Update quickly and be straightforward
If a candidate does not meet the needed requirements of the job, be straightforward and honest, and tell them so. Candidates can handle that news but become frustrated when they don’t understand why they were turned down in the process.    

6. Communicate their value
(even if they are not a fit for the current role)– let prospects know that everyone has value, even if the skill set does not match the current opening. That sign of understanding and respect will go a long way to creating positive feelings with the applicants going forward.

A positive experience by a prospect, even if they are not interviewed or hired, can go a long way in creating a positive impact value on the employer’s reputation. Take a moment to reflect on the above ideas and the company’s current interview process and hopefully your agency will be a few steps ahead of the competition going forward.