Developing and maintaining an effective hiring and retention policy is a high priority for the majority of successful businesses. With this in mind HR departments should pay close attention to their strategy for attracting millennial talent (those born between the early 1980's and late 1990's), as by 2025, they are likely to comprise 75 percent of the workforce (Forbes).
Recruitment bias can occur for multiple reasons and in large part is unavoidable. For example, when interviewing prospective candidates for an open role, an interviewer may be likely to favour someone who shares similar interests and educational background over someone who possesses a more relevant skill set. In such cases, it’s important to stay focused on the role and not lose sight of its requirements.
Today's insurance HR Leaders are strategic partners, as CEOs turn to them more than ever to design and deliver future-proof people solutions. From employee engagement and succession planning to leadership development and operational support, the road for HR is winding - and the route is uncertain. So how can the function keep pace when it comes to one of its most important strategic objectives: recruitment?
With so many approaches, services and options out there, outsourcing isn’t the easiest solution to get your head around. On top of that, many providers like to baffle businesses with technical terms and unnecessary detail, when all they really want is simplicity, speed and value. In essence, MSP is the outsourcing of temporary, contract and interim hiring to support all your contingent workforce needs. Like RPO (recruitment process outsourcing), it is easily scaled up or down, and specifically tailored to your requirements.
Insurance leaders are demanding more from their hiring agendas. They want access to the best talent so they can cultivate a workforce that is diverse, inclusive and innovative. But in 2018, people strategies must respond to an ever-evolving and highly competitive set of market conditions. Where most insurers are falling down is in their failure to appreciate the magnitude of the task - as well as its importance for future growth.