Asking The Right Questions: InsureTech Leaders As Effective Interviewers

How do you find the IT talents who can accelerate your InsureTech company's digital transformation? It takes more than just coding skills or impressive resumes anymore. The IT talent setting is more competitive than ever, with LinkedIn's 2023 Global Talent Trends report showing that 83% of recruiters are overwhelmed with over 50 applications for each tech job posting.

But here's the thing – just because we've been doing it for years doesn't mean we've perfected it. In fact, many of us might be stuck in old habits that aren't ideal for finding the best IT pros. The tech scene moves fast, and our interviewing techniques need to keep up.

That's why it's a big thing to keep refining our interviewing process, especially for IT roles. A little extra effort here can make a world of difference. By asking the right questions, understanding the latest tech trends, and really digging into a candidate's problem-solving skills, we can discover those truly exceptional IT hires. Because at the end of the day, the right hire can be the difference between staying ahead of the curve and falling behind.

Interview Objectives for IT Roles

When interviewing candidates for IT positions in insurance companies, the process serves multiple goals. It's an opportunity to assess a candidate's technical expertise, problem-solving abilities, and understanding of the insurance industry's unique challenges. The interview allows you to evaluate how well the candidate can apply their IT skills to insurance-specific scenarios, such as improving claims processing efficiency or improving cybersecurity measures for policyholder data.

Let's be honest, that first interview is often about deciding if you want to spend more time talking to this person. You're looking for clues about whether they can turn their tech skills into real benefits for your insurance operations. Can they talk about past projects in a way that shows they understand the bigger picture?

Here are some major questions to keep in mind as you chat with your IT candidates:

To get good answers to these questions, it helps to have a game plan for your interview. Mix up your technical questions with some scenarios that are specific to insurance. This way, you'll get a well-rounded view of your candidate and how they might fit into your company's tech future.

10 Steps in Crafting the Perfect Interview

Why does crafting the perfect interview make you a better interviewer? It's simple – preparation is key. When you take the time to plan your approach, you're not just winging it. You're setting yourself up to ask smart, relevant questions that really get to the heart of what you need to know.

How do you guarantee you're asking the right questions and truly assessing a candidate's potential? Here's a fresh approach to conducting IT interviews tailored specifically for the insurance industry. 

1. Define Your Tech Stack Needs

Start by taking a detailed understanding of your insurance company's current and future technological requirements. Are you looking to boost your cybersecurity team to protect sensitive policyholder data? Or perhaps you need a machine learning expert to refine your underwriting models? Maybe you're after a full-stack developer to create a seamless customer portal for claims submission. Clearly defining these needs will help you craft targeted interview questions and scenarios. The more specific you are about your IT needs, the better chance you have of finding the perfect fit for your team.

2. Create a Skills Matrix

Develop a comprehensive skills' matrix that balances technical expertise with insurance industry knowledge. This could include proficiency in specific programming languages like Python or R for data analysis, familiarity with insurance regulations like GDPR or HIPAA, and experience with platforms such as Guidewire or Majesco. Don't forget to include soft skills like communication and problem-solving, which are crucial in bridging the gap between tech and insurance operations. Use this matrix as a scorecard during interviews to ensure you're consistently evaluating all candidates against the same criteria. This matrix isn't set in stone. As your tech needs grow, so should your skills' matrix. And if you're not sure about certain technical skills, don't hesitate to bring in your IT leads to help refine the matrix. They might spot some must-have skills you hadn't considered.

3. Design a Multi-Stage Assessment

Consider a three-pronged approach:

This multi-stage approach helps you get a well-rounded view of the candidate's abilities. It's like a tech obstacle course that shows you how they perform in different situations. Plus, it gives candidates multiple chances to shine, which is great because some people might excel in one area but need a bit more time to warm up in another. The goal is to find someone who's not just good at coding, but can also think on their feet and understand how their IT skills fit into the bigger insurance picture.

4. Assemble a Diverse Interview Panel

Include a mix of IT leads, insurance experts, and HR professionals in your interview panel. This guarantees a well-rounded assessment of both technical skills and cultural fit. Think of it as creating a mini-version of your company's ecosystem right in the interview room. Each panel member brings a unique perspective, helping to spot strengths and potential red flags that others might miss. For example, your IT lead might be impressed by a candidate's coding skills, while your insurance expert notices they struggle to grasp industry-specific concepts. This balanced approach helps you make more informed hiring decisions and find candidates who can truly bloom in your company's tech-meets-insurance environment.

5. Implement the "Day in the Life" Simulation

Create a mini-project that simulates the actual work they'd do in the role. For example, ask them to design a basic claims processing algorithm or sketch out an architecture for a policy management system. Give them a set time limit and observe not just the end result, but also their process, problem-solving approach, and how they handle pressure. This simulation can reveal a candidate's practical skills and work style in a way that traditional interview questions can't. It's also a great way for candidates to get a taste of the kind of work they'd be doing if hired.

6. Assess Adaptive Learning

Test candidates' ability to learn on the fly by introducing a new concept or tool during the interview and seeing how quickly they grasp it. You could, for example, briefly explain a new trend like blockchain for smart contracts and ask how they might apply it to your company's processes. Or, show them a snippet of code in a language they're not familiar with and see if they can figure out what it does. This approach not only tests their learning agility but also gives you a glimpse of how they handle new challenges. In IT roles, the ability to adapt and learn quickly is often more valuable than knowing every single tool or language out there.

7. Evaluate Communication Skills

IT roles in insurance often require explaining difficult concepts to non-technical stakeholders. Include a segment where candidates must explain a technical solution to a hypothetical insurance executive. You might ask them to describe how blockchain could improve claims processing, or how AI could enhance underwriting. Pay attention to their ability to break down technical terms into plain language. Can they use similarities? Do they check for understanding?

8. Explore Innovation Potential

Ask candidates to pitch an innovative tech solution to a common insurance industry problem. This reveals their industry knowledge and creative thinking skills. You might say, "If you had a magic wand, how would you use technology to speed up our claims process?" This kind of question can spark interesting discussions and show you how the candidate thinks on their feet.

9. Consider Remote Work Readiness

With many IT roles being remote or hybrid, assess their ability to work independently and collaborate virtually. You could ask about their experience with project management tools like Jira or Trello, or their strategies for staying connected with team members when working from home. It's also worth discussing how they handle potential distractions or maintain work-life balance in a remote setting.

10. Provide a Two-Way Street

Allow ample time for candidates to ask questions about your tech stack, development processes, and company culture. Top IT talent is evaluating you too. Be open and honest about your company's tech challenges and growth plans. Maybe share a recent project your team tackled or a cool tech initiative you're planning. This gives candidates a real peek into what working with you might be like. Plus, their questions can give you insights into what they value in a workplace, helping you gauge if they're a good fit for your team.

Smart Questioning in Insurance

When you're searching for exceptional IT professionals in the insurance sector, your interview questions need to be as sharp as the skills you're seeking. Standard technical checklists won't cut it. You need to discover the problem-solving abilities and forward-thinking mindset that will propel your insurance tech to new heights.

Let's explore some fresh questioning techniques that will help you identify the IT experts capable of changing your insurance operations:

Scenario-Based Brain Teasers:

These questions throw candidates into the deep end of insurance tech challenges. They're not about right or wrong answers, but about seeing how candidates think on their feet.

For instance:

Tech Stack Deep Dives:

Here, you're probing into the candidate's hands-on experience with specific technologies relevant to insurance IT.

Try these:

Future-Focused Inquiries:

These questions measure a candidate's vision and adaptability in the progressive and modernized insurance setting.

Consider asking:

Collaborative Problem-Solving:

Use these to assess how candidates work with others to handle tough insurance tech challenges.

Examples include:

Ethical Tech Considerations:

These questions explore a candidate's awareness of the ethical consequences of technology in insurance.

Try asking:

The goal is to create a dialogue that exposes not just technical know-how, but also creativity, problem-solving skills, and alignment with your company's IT vision. Tailor these questions to your specific needs, and you'll be well on your way to finding the IT talent that can push your insurance company into the future.

The interview is like the heartbeat of the hiring process, always present, always necessary. Yet, it's surprising how many insurance organizations face this process without a defined roadmap. But here's the twist – your interview style doesn't just affect you; it also leaves an imprint on your organization. A chaotic process might push top-notch candidates to look for greener pastures, while a smooth, well-orchestrated experience could be the magnetic pull that reels them in. Make sure your interviewing game is on point, or you could miss out on a sparkling IT talent pool!

Ready to find the best IT talent for your insurance company? At Strategic Recruiting Partners, we know the ins and outs of hiring for insurance IT roles. We can help you ask the right questions and spot the real tech superstars. Reach out to us today, and let's start finding the talent that'll keep your insurance business ahead of the curve.

InsureTech Leaders: Crafting Winning Job Ads That Attract Top Sales Talent

In the InsureTech scene, attracting top-notch sales talent goes far beyond offering a great job; it circles around effectively promoting your company and the unique opportunities it offers. Your job posting is often the first point of contact between your InsureTech firm and potential sales superstars. It's your chance to make a killer first impression and get those high-performers excited about joining your team.

A well-crafted job ad for a sales role should do more than list responsibilities – it should paint a picture of success. It needs to answer the questions ambitious sales professionals are asking: What's in it for me? How can I grow here? What makes this company special? A great posting will have talented salespeople itching to hit 'Apply' faster than they can say "closed deal."

On the flip side, a dull job ad won't just bore potential candidates – it could actually harm your company's reputation. In the tight-knit InsureTech community, word travels fast. A poorly written posting might suggest that your company doesn't value its sales team or understand what motivates top performers.

In this blog post, we'll learn the secret behind creating job postings that will have rock-star sales candidates lining up to join your InsureTech company. We'll cover the must-haves, the nice-to-haves, and the absolute no-nos when it comes to attracting the cream of the sales crop.

What makes a job ad attractive?

When a potential sales superstar clicks on your job ad, you want them to think, "This is exactly what I've been looking for!" But to make that happen, your job posting needs to be more than just a list of duties and qualifications. It needs to sell the opportunity.

Many InsureTech companies make the mistake of treating a job posting like a dry job description. Sure, you need to include the basics – the title, key responsibilities, and required skills. But that's just the starting point.

A great job posting for a sales role in InsureTech should paint a vivid picture of success. It should answer questions like:

Always keep in mind, top sales talent is in high demand. Your job posting needs to not just inform, but excite. It should give candidates a taste of the energy, innovation, and potential for success that comes with selling cutting-edge InsureTech solutions.

By addressing these points, you're not just listing a job – you're showcasing an opportunity. You're giving potential candidates a glimpse into what it's like to be part of your team, and why they should choose your company over others in the competitive InsureTech field.

7 Techniques to create an effective job ad

Tip 1: Tailor your title to attract top InsureTech sales talent

Creating an effective job title for InsureTech sales roles requires a strategic approach. Your title should:

Avoid generic titles like "Sales Representative" or overly creative ones such as "Insurance Disruptor." Instead, aim for clarity and precision. Consider these examples:

These titles clearly communicate the role's focus on InsureTech sales while providing specific details about the position's scope or target market.

To refine more your title, consider including:

Your job title is often the first point of contact with potential candidates. A well-crafted title not only improves searchability but also gives candidates a clear idea of the role, helping to attract those with the right skills and experience for your InsureTech sales team.

Tip 2: Hook candidates with a captivating intro

Your job posting's introduction is your chance to make a strong first impression on potential InsureTech sales talent. With candidates often spending less than 15 seconds reviewing a job ad, according to LinkedIn, your opening lines need to pack a punch.

Start by highlighting the unique aspects of the sales role in InsureTech. What makes this position exciting? Perhaps it's the opportunity to work with cutting-edge insurance technologies, or the chance to change the future of digital insurance products. Focus on elements that set your company apart in the InsureTech field.

Consider the motivations of top sales professionals in the InsureTech sector. Beyond compensation, they might be drawn to factors like the potential for career growth, the challenge of working in a fast-paced industry, or the satisfaction of helping clients modernize their insurance operations. Highlight these aspects in your introduction.

Use a direct, personal tone in your writing. Address the candidate as "you" and refer to your company as "we." This approach creates a sense of connection and helps the candidate envision themselves in the role. For example, "You'll be at the forefront of InsureTech innovation, introducing our AI-powered solutions to industry leaders."

Conclude your introduction with a brief, persuasive statement about your company's mission or impact in InsureTech. This gives candidates a sense of the bigger picture and the potential significance of their role. For instance, "Join us in restyling the insurance industry through technology, making coverage more accessible and personalized for millions."

Tip 3: Paint a picture of success

When crafting job postings for InsureTech sales roles, go beyond the typical list of requirements. Instead, describe what success looks like in the position. This approach helps potential candidates envision themselves booming in the role and attracts those who are driven by achievement.

Start by outlining specific goals or milestones a successful candidate might achieve in their first 30, 60, or 90 days. For example:

Next, highlight the tools and support your company provides to help sales professionals meet these goals. This could include:

Finally, showcase growth opportunities. Talented sales professionals are often motivated by career progression. Describe potential advancement paths or skill development opportunities unique to your InsureTech company.

Top sales talent is attracted to challenges and opportunities. By painting a clear picture of what success looks like, you'll appeal to ambitious professionals who are excited to make their mark in the InsureTech industry.

Tip 4: Embrace flexibility in work arrangements

In InsureTech sales environment, flexibility is a major attraction for top talent. Instead of focusing solely on a fixed office location, consider highlighting your company's approach to work arrangements. This can set you apart in a competitive job market.

Start by clearly outlining your work model. Is it fully remote, hybrid, or office-based? If you offer multiple options, explain them. For example:

Next, emphasize how your work arrangement supports sales success. For instance:

Don't forget to mention any unique perks related to your work arrangement:

Lastly, if there's flexibility in your work arrangements, say so. Many candidates appreciate the ability to choose or negotiate their work setup. This openness can attract a wider pool of talented sales professionals who might otherwise overlook your posting.

Tip 5: Use attention-grabbing visuals

Let's face it – a plain job description is about as exciting as watching paint dry. And in InsureTech sales, that's the last impression you want to make. So, how do we jazz things up?

First off, consider adding some visual flair. A snappy infographic showcasing your company's growth or market impact can speak volumes. Or why not include a team photo that captures your vibrant company culture? It's a great way to show potential sales rockstars that your company is where the action is.

Video content can be a groundbreaker too. A quick, upbeat clip featuring your top sales performers sharing their success stories. It gives candidates a real taste of what winning looks like at your company.

Don't forget about the power of testimonials. A few punchy quotes from satisfied clients or successful team members can paint a convincing picture of life in your sales team.

And here's a pro-tip: use your company's branding colors and elements throughout the posting. It's a subtle way to make your job ad pop and stick in a candidate's memory.

Tip 6: Add compensation information

Money talks, and in InsureTech sales, it's often the loudest voice. But how you discuss compensation in your job posting can make or break your recruitment efforts. Let's learn some smart strategies:

a) Salary Range: Instead of a fixed number, provide a range. For example, "Base salary $80,000 - $120,000, depending on experience, plus competitive commission structure."

b) OTE (On-Target Earnings): This is especially relevant for sales roles. For instance, "OTE of $200,000 with uncapped commission potential."

The goal is to attract candidates who are not just chasing the biggest paycheck, but who are excited about the overall opportunity your InsureTech company offers. A well-crafted compensation section in your job posting can help you find that perfect match.

Tip 7: Highlight the unique benefits

In InsureTech sales, showcasing your company's unique benefits can make all the difference. Go beyond the basics and highlight what makes your workplace stand out. Do you offer uncapped commissions? Mention it. Have a stellar mentorship program? Flaunt it. Provide opportunities for quick career advancement? Let them know.

If you're unsure what makes your InsureTech company special, ask your top sales performers why they love working there. You might be surprised by their answers: flexible working hours, cutting-edge sales tools, team-building retreats in exotic locations, or even the chance to shape the future of insurance. Keep in mind, what might seem ordinary to you could be a groundbreaker for a potential candidate. So, don't be shy – put your best foot forward and show off what makes your company a great place for sales professionals to thrive.

One strategy for attracting and retaining top-tier employees is to provide more fascinating job descriptions. It's a lengthy process but think of the time you'll save by not having to sift through ineligible applications or waste your time interviewing bad performers. When candidates are properly positioned to self-select, everyone benefits.

Ready to attract top InsureTech sales talent? Don't let a dull job posting hold you back. At Strategic Recruiting Partners, we know how to create job ads that showcase your company's unique appeal and attract candidates who'll drive your success. Reach out to our team today, and let's start building your dream sales force!

InsureTech Trends: What to Consider for Product Management Recruitment

Have you seen how many InsureTech companies are struggling to keep up with the lightning pace of innovation? As soon as they launch one new digitally-enabled insurance product, three more ideas pop up. Without the right talent, most can't turn those ideas into reality.

We get it – most recruiters often rely on the same stale approaches to hiring product managers. And what happens? You end up with candidates whose skills don’t align, especially with the latest industry trends. Total skill mismatch and culture fit issues. This breeds frustration on both sides of the hiring process. Candidates feel like they’re not a good fit, while hiring managers continue to struggle to find people who meet their unique needs.

Read on to discover a framework for overhauling your current practices tailored to the industry’s current trends. You’ll learn how to pinpoint precisely the types of PM candidates you need, while creating an engaging, industry-leading hiring experience. With some targeted efforts, your next product management hire could be your insurance business’s hidden advantage.

How InsureTech Trends Impact Product Management

Ever wondered how today’s InsureTech trends are reshaping product management? These trends are driving new demands for talent, and product managers now need a unique blend of skills to thrive.

Product managers in InsureTech play a major role in crafting strategies that meet customer needs while aligning with the company’s goals. They’re practically involved in every step of the product lifecycle – from brainstorming ideas to launching the product and making ongoing improvements. Their job is to ensure the product delivers real value, stays compliant with regulations, and embraces the latest technologies.

With AI and machine learning becoming more important in the industry, product managers also need to understand how these tools can streamline processes like claims handling and customer service. This knowledge helps them create smarter, more efficient products that enhance the insurance experience for customers.

Let’s now look into the key InsureTech trends and how they are shaping the product management:

Trend 1: AI and Machine Learning Integration 

AI is transforming the InsureTech, and smart companies are taking notice. In fact, According to data by Statista, businesses across all industries spent a whopping 154 billion dollars on AI systems in 2023. And in 2024 it’s gaining more momentum. 

This trend is pushing insurance companies to rethink their products and services. Product managers who understand AI's potential can lead the charge in creating advanced insurance solutions.

NLP & AI-powered Chatbots

Chatbots are taking over customer service in insurance, and it's happening fast. Gartner predicts that by 2025, AI-powered chatbots will handle 75% of customer interactions in the industry. 

This means product managers need to be on their toes. They'll need to understand how these chatbots work and how to integrate them into insurance products. Creating seamless customer experiences requires blending AI capabilities with customer needs. Product managers skilled in this area will be in high demand.

Trend 2: AI Predictive and Prescriptive Insurance Products

AI is changing how we predict and prevent risks in insurance. Imagine offering policies that adapt in real-time based on customer behavior and external factors. That's where predictive and prescriptive insurance products come in. 

Product managers need to understand how AI can crunch data to forecast risks and suggest preventive measures. This knowledge allows them to create dynamic, personalized insurance products that match with customers' needs.

Trend 3: Internet of Things (IoT) and Telematics

IoT devices and telematics are transforming how insurers assess risk and price policies. Smart home sensors can detect water leaks, while car trackers monitor driving behavior. These technologies give insurers a real-time view of customer behavior and potential risks. Product managers can use this data to create tailored, flexible insurance offerings.

Product managers need to understand how to use this data to create innovative offerings. They should focus on designing products that encourage safer behaviors and reward customers for reducing their risk profiles.

Trend 4: Blockchain in InsureTech

Blockchain in insurance creates opportunities for innovative business models and processes. Product managers can spearhead the development of peer-to-peer insurance platforms or decentralized parametric insurance products. Collaborating with blockchain experts, they can identify and solve key pain points in current systems.

Additionally, product managers can help with:

Trend 5: New Models and Personalized Products

Personalized insurance products are becoming the new norm in the digital economy. Customers now expect tailored coverage that fits their unique lifestyles and needs. Usage-based and on-demand insurance options are gaining popularity, offering flexibility and cost-effectiveness. Product managers must design 'all-in-one' insurance solutions that cover multiple aspects of a customer's life. 

Think of a bundled insurance product for a homeowner, which includes not only home and auto coverage but also travel, health, and pet insurance, all managed through a single platform. This level of customization and convenience appeals to modern consumers who prefer a streamlined, one-stop-shop approach to managing their insurance needs.

Current Product Management Roles in InsureTech

When it comes to product jobs in InsurTech, there are a few key roles companies are prioritizing. The specific positions they're creating and hiring for give us a peek into the critical skills they need to build out strong product teams. Looking at these hot roles will give insight into how the key trends we just talked about – like using data and AI – are impacting day-to-day product management.

Let's check out a few of the trendiest positions to understand why these specialties are so sought-after:

1. Product Strategy Manager

This role focuses on long-term planning and market analysis, identifying opportunities for new product development or enhancements. They work closely with stakeholders to align product strategy with customer insights and competitive analysis, ensuring the company stays ahead in the InsureTech space.

2. Data Product Manager

This role focuses on using data to drive product decisions. They work closely with data scientists to develop predictive models for risk assessment. Their goal is to create data-driven products that offer more accurate pricing and personalized coverage.

3. Technical Product Manager

A Technical Product Manager combines product management with a strong technical background – oversees the development of technologically complex insurance products. They bridge the gap between technical teams and business objectives, ensuring that innovative features are both feasible and aligned with the InsureTech market needs.

3. AI/Machine Learning Product Manager:

These professionals specialize in integrating AI and ML into insurance products. They develop chatbots for customer service and algorithms for automated underwriting. Their work aims to improve efficiency and enhance the customer experience through intelligent automation.

4. User Experience (UX) Product Manager

UX Product Managers prioritize user-centered design in the product development process, focusing on creating seamless experiences for customers. They conduct user research and testing to gather feedback, ensuring that the final product is intuitive and meets the needs of users in the InsureTech field.

5. IoT Product Manager

These managers develop products that integrate with connected devices. They create policies that use real-time data from wearables or smart home devices. Their goal is to offer more accurate risk assessment and proactive risk management.

6. Blockchain Product Manager

This role explores how blockchain can enhance insurance products. They work on developing smart contracts for automated claims processing. Their aim is to increase transparency and reduce fraud in insurance transactions.

10 Ways To Attract Top Product Management Professionals

Hiring remarkable product management pros is make-or-break for InsureTech success. But with so much competition, how do you convince top talent to join your company? It's about going beyond job boards and crafting an appealing employer brand. You need to spotlight all the reasons your company is an exciting opportunity for product innovators ready to shake up insurance.

The good news is you don’t need a huge recruiting team or budget to attract big attention. With some thoughtful branding, messaging, and positioning, you can get noticed by the right candidates. 

Let’s cover the 10 ways for making your company irresistible to product management professionals:

1. Highlight innovative projects

Showcase your company's cutting-edge work in AI, blockchain, or IoT. Product managers are often drawn to companies pushing the boundaries of technology. Emphasize how your projects are making an impact in the insurance industry.

2. Offer continuous learning opportunities

Provide access to training programs and conferences. This shows your commitment to employee growth and keeps your team updated on industry trends. Consider partnerships with tech institutions for specialized InsureTech courses.

3. Create a culture of innovation

Foster an environment where new ideas are welcomed and tested. Implement hackathons or innovation labs to encourage creative problem-solving. This attracts product managers who thrive on turning ideas into reality.

4. Provide work-life balance

Offer flexible working hours and remote work options. Modern professionals value companies that respect their personal time. Consider implementing a results-oriented work environment rather than strict office hours.

5. Emphasize career growth paths

Clearly outline potential career trajectories within your organization. Show how product managers can progress to senior roles or specialize in emerging technologies. This appeals to ambitious professionals looking for long-term growth.

6. Offer competitive compensation packages:

Research industry standards and offer salaries at or above market rates. Consider equity options or performance-based bonuses to align interests. Remember, top talent often has multiple offers to choose from.

7. Showcase your company's impact

Highlight how your products are making a difference in people's lives. Product managers often seek meaningful work that goes beyond profit. Share success stories of how your InsureTech solutions have helped customers.

8. Provide autonomy and decision-making power

Give product managers the authority to drive product strategy. Empower them to make key decisions about feature prioritization and product direction. This attracts professionals who want to take ownership of their work.

9. Foster cross-functional collaboration

Create opportunities for product managers to work with diverse teams. This could include data scientists, UX designers, and actuaries. Highlight how this collaborative environment leads to more innovative and successful products.

10. Offer mentorship programs

Pair new product managers with experienced leaders in your company. This provides valuable guidance and accelerates professional development. It also shows your commitment to nurturing talent and building a strong team culture.

Innovations in InsureTech are transforming product management recruitment, demanding a new breed of professionals. From AI-powered chatbots to blockchain applications, these innovations require product managers with a unique blend of insurance knowledge and tech competence. Understanding these trends and adapting recruitment strategies can help InsureTech companies attract top talent capable of driving innovation and growth in this competitive industry.

Ready to elevate your InsureTech product management team? Contact Strategic Recruiting Partners today. Our specialized recruiters understand the unique needs of the InsureTech industry. We can help you find and attract top product management talent to drive your company's innovation and growth.

IoT-Powered Claims: Building Capable IT Teams In Insurance

Have you noticed how technology is changing the way insurance companies handle claims? The Internet of Things (IoT) is making a big impact in this area, and it's creating new opportunities for IT professionals in the insurance industry.

IoT devices are becoming more common in our homes and cars. They collect data that can help insurance companies process claims faster and more accurately. According to a recent study by Accenture, AI technologies, which often work hand-in-hand with IoT, could boost the insurance industry's profitability by up to 40% by 2035. This shows just how valuable these technologies are becoming in the insurance field.

What new IT roles are emerging in this IoT-driven claims process? How can insurance companies adapt their IT teams to meet these new demands? What skills should IT professionals focus on to stay competitive in this changing field? In this blog, we'll answer these questions as we learn more of the impact of IoT on insurance claims processing. 

What IoT stands for in the Insurance Industry

The Internet of Things (IoT) refers to the network of connected devices that collect and exchange data. In insurance, this includes everything from smart home devices to telematics in cars. These technologies are particularly related to claims processing, as they provide real-time data that can speed up and improve the exactness of claims.

Let's look at some numbers that show the scale of IoT's impact on insurance:

According to Market Research, the global IoT insurance market size was estimated at USD 15.09 billion in 2023 and is projected to grow at a CAGR of 29.7% from 2024 to 2030. That's a compound annual growth rate (CAGR) of 55.72%. This fast growth means insurance companies need more IT experts who understand IoT technology and its applications in claims processing.

Consumers are also accepting IoT devices. A LexisNexis study found that 78% of smart home device owners are willing to share data from their devices with insurance companies to help with policy pricing. This openness to data sharing creates a need for IT professionals who can manage and analyze this flood of information, specifically in the subject of claims.

For insurance companies, this growth in IoT adoption means you'll need IT talent who can:

Assembling a team equipped with these skills will empower your company to harness the full potential of IoT in streamlining claims processing. The right IT professionals will help you integrate IoT data into your claim’s workflows, potentially changing how you handle and assess claims.

How IoT Changes Claims Processing

Insurance companies are finding new ways to improve their claims processing through IoT. Let's look at major benefits that IoT brings to claims processing, and why having the right IT talent is necessary to realizing these advantages.

Faster Claims Processing: 

IoT devices can send real-time data to insurers when an incident occurs. For example, a smart home water sensor can instantly alert the insurance company about a leak. This quick notification lets claims adjusters start the process right away. With the right IT systems, like automated claims management software, much of this can be handled without human help. 

Your IT team can create programs that look at the incoming data and kick off the claims process automatically. They might use tools like Python for data analysis or platforms like Guidewire ClaimCenter for claims management.

More Accurate Claim Assessments:

IoT sensors give us solid, factual data about incidents. Take car insurance, for example. Telematics devices in cars can record things like speed, how hard the brakes were applied, and the force of impact during an accident. It's like having a reliable eyewitness for every claim. 

Your IT team can build systems to make sense of all this data. They might use tools like R or SAS for statistical analysis, or machine learning platforms to spot patterns. These systems can help figure out how bad an accident was, and estimate repair costs more accurately. It's a win-win: your company saves money, and policyholders get fair payouts based on what really happened.

Fraud Detection and Prevention:

IoT devices make it harder for fraudulent claims to slip through. They provide a digital record of events that's difficult to fake. Your IT team can use tools like TensorFlow or Scikit-learn to build machine learning models. These models can spot odd patterns in IoT data, helping to catch potential fraud. For example, a car's telematics device might show it was parked when the owner claims it was in an accident. Or a smart home system might reveal that a reportedly stolen item never left the house. 

Software like IBM's Counter Fraud Management can help analyze this data. This technology not only saves your company money but also helps keep premiums lower for honest policyholders. 

Predictive Maintenance and Risk Reduction:

IoT sensors can spot possible issues before they turn into big problems. Let's say a homeowner has a smart water sensor installed. It can detect a small leak under the sink that might go unnoticed. Your IT team can set up systems using platforms like Microsoft Azure IoT or AWS IoT to collect and analyze this data. When the system detects an issue, it can automatically send an alert to the homeowner's smartphone via a custom app. 

For example, the app might say, "Possible leak detected in kitchen. Check under sink." This heads-up lets the homeowner fix the problem before it causes major water damage. 

Personalized Policies and Pricing:

IoT devices give us a clearer picture of how policyholders actually behave and what risks they face. Your IT team can use this data to create more exact risk models. They might use tools to crunch the numbers and spot patterns. 

Let's say you're insuring drivers. A telematics device in the car can track things like speed, braking habits, and time of day the person usually drives. Your team could use software like Verisk's IoT/Telematics Analyzer to make sense of this data. This approach makes pricing fairer – people pay based on their actual habits, not just general statistics.

Improved Customer Experience:

IoT can make the claims process smoother and more transparent for policyholders. With the right IT setup, customers can track their claims in real-time and get faster answers. Your IT team can create easy-to-use apps or websites for this. 

For example, they might use platforms like React Native to build a mobile app that works on both iPhones and Android phones. This app could let customers submit claims right from their phone, using data from their IoT devices. The app could also show claim status updates, just like tracking a package. For a web portal, tools like Django or Ruby on Rails. These tech solutions make life easier for customers, which often leads to happier, more loyal policyholders. 

New IT Roles in IoT-Driven Claims Processing

The mixing of IoT in claims processing creates a need for new IT roles in insurance companies. These positions require a blend of technical skills and insurance industry knowledge. Let's look at major roles that are becoming increasingly important as IoT changes how we handle claims:

IoT Data Analyst

This role focuses on interpreting the massive amounts of data generated by IoT devices in terms of claims processing. IoT Data Analysts use advanced analytics tools to extract meaningful insights from sensor data. They play an important role in improving the accuracy of claims assessments and detecting patterns that may indicate fraud. Their work directly impacts the efficiency and effectiveness of the claims process.

Responsibilities:

IoT Security Specialist

As IoT devices collect sensitive data related to claims, security becomes invaluable. IoT Security Specialists make sure that all IoT systems and data transfers are safe from cyber threats. They work to protect both the company's interests and policyholders' privacy. Their role is necessary in maintaining trust and compliance in the claims process.

Responsibilities:

IoT Systems Architect

These professional designs and oversee the implementation of IoT systems used in claims processing. They ensure that various IoT devices can integrate smoothly with existing claims management systems. IoT Systems Architects also plan for adaptability as the number of connected devices grows. Their work forms the foundation for efficient, IoT-driven claims processing.

Responsibilities:

Claims Automation Developer

Claims Automation Developers create software that automates parts of the claims process using IoT data. They build systems that can initiate claims, assess damages, and even approve straightforward claims without human help. Their work significantly speeds up claims processing and cuts manual errors. This role combines programming skills with an understanding of the claims process.

Responsibilities:

IoT User Experience (UX) Designer

IoT UX Designers focus on creating intuitive interfaces for both claims adjusters and policyholders to interact with IoT data. They make sure that complicated IoT information is presented in an easily understandable format. Their work is essential in making IoT-driven claims processes user-friendly and accessible. This role helps maximize the benefits of IoT by guaranteeing its effective use.

Responsibilities:

IoT Product Manager

IoT Product Managers oversee the development and implementation of IoT solutions for claims processing. They work at the intersection of technology, business, and user needs. These professionals guarantee that IoT initiatives align with the company's overall claims strategy. They also manage the lifecycle of IoT products used in claims processing.

Responsibilities:

10 Ways How to Adapt IT Teams for IoT-Driven Claims Processing

As IoT changes claims processing, insurance companies need to adapt their IT teams. Also, the fast pace of IoT development means that even those with appropriate skills need to continuously update their knowledge. Here are 10 practical ways to meet these new demands:

1. Upskill Existing Staff

Provide training programs on IoT technologies, data analytics, and machine learning. This helps your current IT team acquire new skills relevant to IoT-driven claims processing.

2. Hire Specialized Talent

Recruit professionals with expertise in IoT, data science, and cybersecurity. Look for candidates with experience in both technology and insurance.

3. Create Cross-Functional Teams

Form teams that combine IT professionals with claims experts. This promotes knowledge sharing and ensures IoT solutions align with claims processing needs.

4. Establish IoT Centers of Excellence

Develop dedicated units within your IT department focused on IoT implementation and innovation in claims processing.

5. Partner with Tech Companies

Collaborate with IoT vendors and tech firms to access specialized knowledge and stay current with the latest IoT developments.

6. Implement Continuous Learning Programs

Set up ongoing education initiatives to keep your IT team updated on emerging IoT technologies and their applications in claims processing.

7. Encourage Innovation

Create a culture that supports experimentation with new IoT technologies. Allow time for IT staff to explore and propose innovative solutions for claims processing.

8. Develop a Clear IoT Strategy

Create a roadmap for IoT integration in claims processing. This gives your IT team clear goals and helps prioritize skill development.

9. Invest in IoT Infrastructure

Allocate resources for IoT-specific hardware and software. This gives your IT team the tools they need to implement and manage IoT solutions effectively.

10. Foster Data Literacy Across Departments

Train non-IT staff in basic data interpretation. This helps claims adjusters work more effectively with IoT data and IoT-focused IT professionals.

IoT brings powerful tools to claims processing. It speeds things up, makes assessments more precise, and helps catch fraud. But these benefits don't come automatically. They require the right people with the right skills. Insurance companies need IT teams who understand both technology and the insurance business. This means bringing in new talent and helping current staff learn new skills. It's a big change, but one that can lead to happier customers and a stronger business.

Ready to boost your claims processing with IoT? At Strategic Recruiting Partners, we're experts at finding top IT talent for insurance companies. Whether you need data wizards, security gurus, or software developers who know insurance inside out, we've got you covered. Contact us today to make your claims process faster, smarter, and more customer-friendly!

The Ghosting Dilemma in Insurance: How to Keep Tech Candidates Engaged

Feeling let down by candidates who seem to vanish into thin air? Ghosting has become a norm – and it’s hitting the hiring scene too. Many job seekers are ghosting insurance employers, leaving recruiters scratching their heads. You might have found that standout candidate – someone whose resume blew you away and aced the interview. But just when you're ready to make an offer, poof! They’re gone without a word.

A recent report from Indeed revealed that about 78% of job seekers have ghosted a prospective employer. That’s a jump from 68% just a year ago. This trend can seriously impact businesses in the insurance industry. If you’ve faced this frustration, you’re not alone. But don’t worry; there are ways to tackle this issue head-on and secure the right candidate for your team.

Now there's only one thing to do: shake it off and find your one true candidate. In this blog, we are digging deep to understand why applicants ghost insurance employers, the impact this has on your business, and actionable strategies to prevent it. Let’s work together to ensure potential candidates don’t slip through your fingers.

Why Do Insurance Tech Candidates Ghost You?

When it comes to no-shows, you’ll often see it happening less with tech professionals than with entry-level staff. If a software developer or IT lead skips an interview, it usually points to a bigger issue – like a lack of communication or unexpected circumstances. But for roles that don’t require specialized skills, like entry-level administrative positions, candidates not showing up can be more common. In those situations, it’s often best to focus on increasing the pool of candidates who follow through with interviews.

Ghosting is becoming more and more common, especially with younger candidates. A lot of job seekers in their early 20s switch jobs without much hesitation and don’t feel tied down by the job market. 

In fact, a survey by Daily Mail showed that over 90% of Gen Z applicants have admitted to just not showing up for an interview. Around 14% even said they weren’t impressed with the company, so they didn’t bother. For nearly one in five, ghosting gives them a sense of control – they feel it’s an empowering way to manage their career.

So, what’s behind this behavior? Here are a few reasons why it happens:

There’s also been a shift in how candidates perceive the consequences of missing an interview. For some roles, it’s become almost acceptable to ghost. But let’s dig into three main reasons why candidates might just vanish on you:

1. Lack of Communication 

It’s not uncommon for tech professionals to apply for several positions at once, especially in high-demand fields like software development or IT. But when there’s radio silence from an employer, candidates often assume the worst. If they don’t hear back, they’re likely to move on to other opportunities. 

In fact, a study from Greenhouse revealed that around 45% of candidates have been ghosted by employers after initial contact. If you're not communicating regularly with your applicants, you might be losing them without even realizing it.

2. Multiple Offers 

    Tech talent often finds themselves juggling multiple job offers, especially in industries like insurance, where specialized roles are in demand. Sometimes, they hold off on rejecting one offer while waiting for a better one, leaving the employer in limbo. A Gartner survey found that nearly 47% of candidates who had already accepted an offer were still open to other opportunities, with 42% believing they could find something better. And according to Kohn, it's a frustrating situation for hiring managers and CHROs, especially when commitment to offers is on the decline – 51% of leaders have noticed a growing issue with candidates backing out before their start date.

    3. Recruiter’s Unprofessionalism

      Is your hiring process leaving a bad impression? If so, expect ghosting. Candidates value clear communication and a smooth interview experience. If the recruitment process feels disorganized or if there’s careless behavior from recruiters or hiring managers, candidates may lose interest quickly. 

      In any industry, a lack of professionalism can easily turn candidates away. If things aren’t handled properly, don’t be surprised if they disappear without a word – sometimes, you reap what you sow.

      Tips To Avoid Candidate's Ghosting

      1. Boost Your Employer Brand

        When candidates hear about working at a well-known company like Microsoft or Google, they’re naturally excited. But when it comes to lesser-known companies, especially in the insurance tech field, that excitement might not be there. 

        According to Indeed’s 2024 Workforce Insights Report, over half of job seekers, 54%, research every company before even applying. Your brand’s reputation plays a huge role in whether top tech talent will show up for an interview. If they hear less-than-good things about your company or don’t see a strong employer brand, they might not think twice about skipping out. 

        To avoid this, make sure you’re presenting an attractive, innovative, and supportive workplace right from the start. A solid brand will go a long way in keeping candidates engaged.

        2. Be Quick to Reach Out

          Hiring is all about timing. The faster you move, the better your chances of locking in the right candidate. Developers, software engineers, and IT specialists are likely submitting resumes to multiple companies at once. If your hiring process drags on, or you're slow to respond, another company might scoop them up. In fact, according to statistics by Withe, 92% of candidates abandon the application process, with more than half doing so due to the length or complexity of the application. 

          So here’s a reminder that speed is key. Take a cue from Colonial Life & Accident Insurance Co.’s hiring process – they have an 8.17 score for Relative Hire Rate based on Indeed. Delays can cost you the perfect hire, so don’t let candidates cool off while you’re deciding.

          3. Engage Candidates on the First Call

            Even if a candidate hasn’t heard of your company, you can still grab their attention during the initial phone call. Make sure to ask engaging questions, highlight the unique aspects of the role, and convey enthusiasm about the opportunity. 

            Tailor your message to the candidate’s needs: tech talent, especially those with families, might be drawn to benefits like paid parental leave, while recent graduates may appreciate professional development opportunities or student loan assistance. The goal is to get them excited about what’s possible, and make sure they see why your company stands out.

            4. Create a Lasting First Impression

              First impressions matter, especially when dealing with in-demand talent. Whether it's a job posting or the first conversation with a recruiter, your company’s culture, values, and benefits should shine through. Highlight what makes your organization a great place to work: opportunities for growth, flexibility, team collaboration, and meaningful work in the insurance tech space. 

              Here’s a sample for your job ad:

              But remember to keep it concise – highlight only the good benefits which will make your company stand out. According to statistics by Withe, Job descriptions with 201-400 words tend to have the highest application rates, ranging from 8 to 8.5%.

              5. Highlight Your Tech Stack and Innovations

                Let candidates know what exciting technologies you're using in the insurance space. Talk about the tools that your team relies on, like data analytics platforms, machine learning models, or cloud-based solutions. For instance, if you use platforms like AWS for cloud computing or Tableau for data visualization, share that info.

                Show how these tools help make processes smoother or improve customer experiences. When candidates see they’ll be working with advanced tech, it piques – plus, their interest but also makes them feel like they're stepping into a modern, innovative workplace. This excitement can help keep them engaged and less likely to ghost.

                6. Communicate Clearly and Consistently

                  One of the best ways to avoid candidates ghosting you is through clear and consistent communication. Insurance tech employers should keep candidates informed throughout the hiring process, even if it’s just to let them know things are still in progress. Follow up after every interaction – whether it’s an email, call, or interview. This shows you appreciate their time and helps reinforce your interest in them. Before the interview, send a friendly reminder about the date, time, and location. Encourage candidates to update you if their plans change.

                  Establish reliable communication channels so candidates never miss important updates. Use email notifications and SMS reminders to keep them informed about their application status and response timelines. It’s also good practice to reach out to applicants who may not be a fit for the current role; let them know! Ask if you can keep their resume on file for future openings. Be proactive with your communication early in the week to set the tone.

                  7. Help with Transportation

                    Sometimes, candidates may ghost due to long travel distances or unexpected situations, like a family emergency that delays their plans. Don’t let logistics derail your hiring process – consider offering transportation solutions. Providing a reliable ride to and from interviews or assessments can help eliminate potential barriers. When candidates feel supported in getting to their interviews, they’re more likely to show up and engage in the process without unnecessary stress.

                    For tech candidates in insurance not to ghost interviews, employers like you need to make their company an irresistible destination and streamline the hiring process to be straightforward and efficient. Perfection may not be achievable, but increasing the number of candidates who engage in interviews can help lower recruitment costs. So, don’t hesitate to shake things up and create an inviting experience that keeps candidates excited about joining your team. After all, the right approach can turn a candidate’s curiosity into commitment.

                    Frustrated by candidates ghosting you? Are your offers falling flat? We’ve got the answer to keep your recruiting efforts from vanishing. Reach out to Strategic Recruiting Partner today, and let us help you attract a consistent flow of top-tier candidates. Say goodbye to the ghosting trend with us!

                    Attract Top Talent with a Recruiter

                    Working in Human Resources is so much more than just scheduling interviews and putting together offers. For razor sharp focus on the hiring process, it often helps to bring in a specialist—someone who can act as a trusted advisor for your company. Recruiters know all the tricks in the book, and can provide you with a short list of top candidates to vet for your open positions.

                    Everyone knows time is scarce. Yet more often than not, a hiring manager is juggling their workload, the workload of a departed team member, all while trying to fill that stubborn vacancy. When you are managing many high-level tasks at once, something inevitably is going to fall through the cracks. That is where utilizing a recruiter can help increase your ability to attract and procure top talent while significantly decreasing the time involved.

                    Attracting, procuring and retaining top talent is difficult right now. The job market is hot, and Grade A talent is in high demand. When a team member leaves—whether for another position, retirement, or personal reasons—the process to fill that vacancy can be overwhelming. And the added stress and workload certainly don’t help matters.

                    HR is the go-to department when it comes to all matters regarding human capital. While recruiting great talent is thought to be their main function, it likely isn’t. The bulk of their time is spent dealing with benefits issues, employee relations, and countless other special projects.

                    Think of recruiters as your trusted advisors. The best recruiters have a knack for delivering only the strongest candidates to the companies they work with. Many recruiters work with “sourcers” to uncover passive top talent, i.e. the needles in the haystack. Sourcers are highly trained professionals whose sole role is to uncover the best candidates for a specific opportunity. They provide the recruiter with a list of top talent that the recruiter then vets.

                    As a trusted advisor, a recruiter will work closely with Human Resources and the Hiring Manager. With a razor sharp focus on recruiting, you can trust that they will devote the necessary time to every step of the process: from performing the initial assessment, to pre-interview prep, and post-interview debriefing for each candidate. Recruiters can also help companies perfect their hiring process through pointed feedback from candidates that interviewed with the company.

                    In addition to vetting great candidates for your organization, recruiters can provide unbiased feedback on all aspects of hiring such as:

                    •   Job postings

                    •   Salary reviews

                    •   Application process

                    •   Interview feedback

                    •   Offer reviews

                    Utilizing a recruiter in your candidate search is a great step in attracting top talent while decreasing your time to fill vacancies. When the decision is made to partner with a recruiter, it is important to make certain it is a person or firm that fully understands the needs, goals, and culture of your company. This can be a long process in and of itself, but in the end, finding the right person to help with talent acquisition is invaluable.

                    If attracting, procuring, and retaining top talent are proving to be more difficult than anticipated, it might be time to bring in reinforcements. If so, please feel to contact us to learn more about how our services can support your company’s recruitment efforts.

                    Want to Fill Vacancies with Grade A Talent?

                    Top talent is out there, but they have many options. Make sure that your organization is doing everything in its power to encourage top talent to apply, and that you are not losing great candidates in the application process. If you are going to fill your vacancies with Grade A talent, make sure you avoid these common mistakes, and that you leverage your internal resources.

                    Time is the primary barrier to filling vacancies with Grade A talent. In a job market that is plentiful and now global, candidates have many options. If your recruitment process is attracting talent, but your hiring process is not ideal, you will lose out not only on the talent, but also in revenue due to the vacancy.

                    Top talent—both active and passive—do not want to spend time completing lengthy applications, nor do they need to. Too many applications ask for a resume, but then also require the applicant to manually enter nearly all of that same information as part of a separate process. These types of applications are the most frequently abandoned.

                    Another common frustration is an application process that seems like a black hole. How often have you submitted an online request, received the automatic thank you email, and then…nothing? Imagine if you were responding to a job opportunity that really excited you. You spend time and energy preparing your resume and cover letter. You hit send and receive a generic response and that’s it. Nothing else.

                    Avoid the black hole by having a streamlined internal process that closes all the loops with each candidate. If they are not a good fit, let them know right away. If their application is under review, they’ll be excited to hear it! Build trust and respect with all candidates by communicating at every stage of the review process.

                    If you find that your recruiting process is not attracting top talent, look for other ways to get in their consideration set:

                    •   Utilize social media to engage your customers. Give them a sense of who your company is and what you stand for. A good impression could turn customers into candidates.

                    •   Implement an internal referral program. Incentivize your employees to recruit those that they think would be a good fit and that they would vouch for.

                    •   Reconnect with the “ones that got away”. While great team members may have moved on, they could be interested in coming back and are already familiar with your organization.

                    When it comes to attracting top talent, you need to first look for ways to effectively engage them. Streamlining the application process and communicating with applicants will save time for all parties involved. This, along with other creative means to attracting talent, will help your organization fill vacancies with Grade A employees.

                    How Talent Acquisition is a Game of Chess

                    Knowing your ideal candidate is only half the battle. In order to identify, attract and obtain today’s top talent, you should know your competition like the back of your hand. By looking into others’ talent acquisition strategies, you can get a sense of how you stack up, and whether there are any changes that you can make to help you stand apart from the crowd.

                    The job market is hot, which means top talent is in high demand and the best candidates are likely entertaining a number of competitive offers. If you are find that vacancies are taking longer to fill, or your offers are not being accepted, it may be time to reevaluate your talent acquisition strategy.

                    Attracting top talent to your organization is like playing a game of chess; there needs to be a well-defined strategy for each and every move. One cannot develop an effective recruitment strategy without first understanding the playing field. Knowing the traits of your ideal candidate is important, of course, but knowing your competition and anticipating their strategy is paramount.

                    Before you begin to implement any new ideas or techniques into your recruiting process, it is important to study your opponents. Not just the obvious ones, such as those in your industry, but anyone who is hiring the same type of talent as your organization. Look at their website, social media pages, job postings, and any other information you can find.

                    During this investigation, look for the following:

                    Value Proposition – What are their advantages? Their point of differentiation? What do they bring to the table? See how these measure up against your own organization’s value proposition. If they have the upper hand, ask how you can tailor your offerings to become more competitive. Make adjustments that set your organization apart and make your opportunity more enticing. Consider incentives such as tuition reimbursement, flex time, and other bonuses.

                    Hiring Process – Study their application process by looking at competitors’ job postings: How are they worded? What’s the call to action? Where are they being placed? If your competitor has an online application, how easy or difficult is it to complete? Gather as much information as possible, and then compare it against your own process. If your application is labor intensive, look for ways to make it easier to help reduce abandoned applications. If your job posts have too little information, too much inconsequential information, or too little personality, edit them accordingly.

                    Who They Are Hiring – This may be a bit more difficult to track down, but getting a sense of the type of candidate your competition is hiring can be a great indicator to the scope of talent they are attracting. If they are hiring passive A-players, they are the benchmark and the competition to study. If they are hiring active C-players, they may not be a huge rival, but could still an opponent to watch for.

                    Intelligence is the key to formulating a successful talent acquisition strategy. Studying your competition and how they attract and hire top talent is the best way to gut check your current strategy and determine if a few refinements or a complete revision may be in order.

                    Learning is the Key to Talent Attraction and Retention

                    It is no secret that when we continue to learn we continue to grow. By encouraging your employees to stay curious and invest in their skillsets, you will reduce the likelihood of burnout and turnover. The good news is that there are tons of professional development options out there – many of which can be accessed with minimal effort.

                    The best leaders and strongest employees know that learning does not end at graduation. They understand that it is an ongoing process, for all levels of an organization. In many cases, these individuals do not need to be coaxed or rewarded for learning, they seek out these opportunities on their own. However, when leadership supports the dedication to continually develop their skills, it shows them that they are valued.

                    An investment in professional development is really an investment in your company as a whole. The benefits include increases in the following areas: 

                    Besides these areas, there is also an increase in relevancy in the marketplace for both the employee and the organization. Conferences and seminars allow your teams to network with others in the industry. This can lead to learning more about what is new and exciting not only in the industry, but specifically with your competition. 

                    To make the most of your professional development investment, all your team members should have a say in what they participate in. It can be very beneficial to not have a one-size-fits-all policy when it comes to training. Allowing individuals to decide what types of learning they attend can have a multiplying effect. It gives the learner a sense of control over his or her personal and professional development, which will increase their investment and participation in the event. 

                    Whenever someone attends a conference or seminar, or completes a training program or course, have that person lead a meeting with their colleagues to discuss the most important concepts they learned. This creates a divide-and-conquer approach to professional development. It also helps the person who was in attendance to fully embody the learning twice, once in person and a second time when they share. 

                    Professional development is an important component to any talent management strategy. When you foster a culture of lifelong learning, you help increase retention, productivity, and innovation – this has benefits for both the individual employees as well as the company as a whole.

                    Shared Traits of Great Hires

                    The process of finding your company’s next great hire can be overwhelming to the point of being paralyzing. There is so much pressure to find someone who not only has the appropriate skills and experience, but who will contribute to the overarching culture and team dynamic. When you feel yourself getting hung up trying to “check all the boxes”, look for these key traits that are indicative of a great future employee.

                    It can be all too easy to focus on avoiding making a hiring mistake. In fact, the fear of hiring the wrong person can be paralyzing to a hiring manager, and result in positions staying unfilled for longer. However, instead of focusing on what you do not want from a new hire, it may be more beneficial to focus on what you are looking for. 

                    Obviously a great hire will fulfill the requirements of the open position and organization. (Remember, the job description may have changed since it was last open!) In addition, there are other traits you can focus on to ensure that you are bringing the best talent onto your teams, including: 

                    Passion – Those who demonstrate passion for their career and your organization are great assets. With excitement about the work at hand, they can become an inspirational force within the team. 

                    Attitude – Education and experience are obviously important, but do not equate to the ability to perform to mean that they are the right fit for your company. It is best to hire for attitude and train for aptitude. 

                    Curiosity – Naturally curious people are always looking for ways to make work more efficient, cost effective, or meaningful. They can become a tremendous source of inspiration and innovation, and can contribute to idea generation and an overall creative environment. 

                    Self-motivation – Typically, managers spend too much time motivating their teams. Look for someone who is self-driven. These team members will be autonomous and productive with minimal need for management and will likely be a top performer. Just be sure to set up regular check-ins to ensure they get the support they need. 

                    While knowing the traits of a great hire is all well and good, it is also helpful to know where to find them. The best hires generally come from referrals. Referrals from individuals who are already high performing employees are particularly great because they know what it takes to be successful in your company, and what qualities would work best in a team dynamic. 

                    You can detect these traits through an initial interview, but also be sure to do your homework by looking at a person’s social media, and speaking to their references. 

                    At the end of the day, by focusing on these traits you can rest assured that you are making a smart hiring decision that will result in a productive and lasting relationship with your company.