Unraveling the nitty-gritty of insurance recruitment: A journey of cultural fit
Julie Turpin, Chief Human Resources Officer, Brown & Brown Insurance
Over the next 10 years, nearly 50% of current insurance employees are expected to retire. With more than 400,000 positions remaining, “all facets of the insurance industry will struggle to fill workers at all levels,” one person said. U.S. Chamber of Commerce Report. This is because currently less than 25% of him in this industry is under his 35 years of age.
this insurance carrier monthwe need to ask ourselves: How will we approach hiring in 2024? Are we just looking for team members, or are we looking for “culture fit” or “culture add”? Are you looking for someone?
Culture fit and culture add relate to how well teammates align with the company’s vision, goals, and beliefs, and how new perspectives can add to the existing culture. When we determine that a teammate is a good culture fit, we integrate them with the rest of the team using the right mix of both hard and soft skills. They are seamlessly on the same wavelength as the company’s mission and values.
But finding a cultural fit isn’t easy. He just talked to someone for 30 minutes and making a hiring decision can feel like threading a needle blindfolded. How can you be sure you’re making the right choice when asking the same traditional questions?
Seven years ago, Powell Brown, CEO of Brown & Brown, asked several interview questions that shook the company to its core. my recruitment process. I shared these gems with recruiters during their visit.
A few questions in particular struck a chord with me.
- “What experience has most influenced who you are today?”
- “Give me an example of how you took control of your career.”
- “What do you need to do to give more than you think you can?”
These aren’t just old questions. The interview is a gateway to intimacy.
When interviewing at Brown & Brown, we’re not looking for polished resume highlights. We crave stories that reveal a person’s true nature.
So why do we dwell on these deeper questions?
Because they reveal layers of a person’s personality that traditional queries can’t understand. When a candidate is unsure, I’m thinking about whether to reveal it or not. Whether it’s a personal or professional story, you can tell that they feel something deep. It’s about understanding who they are beyond their skill set.
How do you find teammates who will fit or add to your culture?
Here are 3 tips leader To enhance your recruitment strategy:
1. Dig deep and ask essential questions.
When creating your arsenal of interview questions, there’s no need to avoid the difficult stuff. Be open to tough questions like an old friend. It’s not just a conversation starter. They are a window into the essence of a candidate. These provide insight into a person’s willingness to solve problems that may arise, an important factor for those working in the industry, and to grow within the organization by exploring different avenues within the organization. can. It also helps you understand their journey, their hurdles, and what motivates them to push beyond their limits.
2. Look for candidates who will contribute to your culture
Hiring failures often boil down to a critical mistake: overlooking cultural synergies. It is not enough for a candidate to tick all the skill boxes. They must add value to your culture.
Remember, insurance is more than just policies and claims. It’s about solving problems. We seek candidates with a natural talent for problem solving and a desire to participate in a rotational program. From underwriting to customer service, it’s the lifeblood of our industry. If a candidate isn’t a natural problem-solver, insurance won’t be a culture fit.We want candidates who not only learn from their mistakes, but actually consider them gift.
3. Track what’s working well
What motivates your team? What drives their passion? And most importantly, what will it take for them to give more than they think they can?
these insights It’s not just an HR data point, it’s the building block of a lasting relationship. During your annual review, be sure to ask, “What inspires you?”Maintain a record of your team members’ needs and sources of inspiration, and share them with your team members. tool To do my job well.
Genuine interest is the currency of connection
When I went down that road, leadership, I learned that genuine interest is the currency of connection. For example, consider when my leader Powell asked about me. improvisation Last year’s escape. His genuine curiosity about my experience spoke volumes in our conversation and went beyond mere small talk. It wasn’t about grand gestures. It was about being present and genuinely caring.
February invites us in insurance to demystify culture fit and find teammates who resonate with our mission. It’s not just about hiring. Weave a story where each teammate belongs together to add depth and drive business growth.
purposeful leadership
How personal and professional growth can help you live a fulfilling life
Julie Turpin, Chief Human Resources Officer, Brown & Brown Insurance
Subscribe to Julie’s PurposeFULL Leadership and view this blog on LinkedIn here.