Insurance Recruiters

If you’re searching for your next job, working with an insurance recruiter can help provide access to hidden job opportunities, industry expertise, and personalized job search support. They’ll help you navigate the job search process to save time and effort while finding well-matched openings that match your experience and skills. 

Here are some additional benefits of our professional insurance recruiting agency:

1. Access to hidden job opportunities: Tap into a hidden job market. Insurance recruiters have access to job openings that may not be advertised publicly on company websites or job boards, but can be filled through referrals or connections, increasing your chances of finding a great position.
2. Access to expertise and industry knowledge: The insurance industry is your recruiter’s world. They have a deep understanding of the industry’s trends, challenges, and hiring practices because they are in it each day. They can provide valuable insights and guidance on your job search, including how to position your skills and experience to best-fit the needs of potential employers.
3. Effort and time savings: Job searching can be time-consuming and stressful. Your insurance recruiter can streamline the job search process by handling many of the administrative tasks of the job search, like resume screening, interview scheduling, and job offer negotiating. 
4. Personalized job search support: Our insurance recruiters provide personalized support and guidance throughout the job search process. They can help you refine your resume and cover letter, prepare for interviews, and provide honest feedback to help you improve your chances of landing a job.
5. Access to a strong network of industry connections: A strong network goes a long way in today’s hiring market. Our recruiters have an expansive list of industry connections, from employers and hiring managers, to notable associations and industry talent. They can leverage these connections to help find you job opportunities that match your skills and experience.
6. Salary negotiation support: Our recruiters want to make sure you secure a competitive compensation package that reflects your skills and experience. They’ll provide support and guidance during the salary negotiation processes to make sure that happens.

One of the common mistakes we see in companies facing staffing and recruiting challenges is trying to source candidates from a single avenue. Our insurance client base uses a vast array of recruiting techniques to find, land, and retain the best talent within this highly competitive employee landscape. 

Using information we’ve acquired from polling our partners, these are our top insurance recruitment tips:

• Networking with existing peers in the insurance industry
• Building long-standing relationships with the right niche insurance recruiting firm
• Leveraging insurance trade association memberships and sponsorships
• Employee referral programs
• Industry-specific and general resume boards (If you have the time to properly search, vet, contact, and follow through with candidates who are also being contacted by dozens of other companies)
• Job postings (With the same caveat as above)
• College internship programs (A heavy on your time investment upfront, but can be a great way to land talent early in their path)

We use a variety of resources to find talented insurance professionals in your area. We’ll start the search within our unique internal database of insurance industry talent that has been grown and carefully curated over the last 20+ years. 

Our recruiters are also subscribed to the premium versions of every modern job board, tool, website, and medium that you could possibly think of. If you partner with us, you too will “have access” to that power. 

A good recruiter will post your jobs online, but a great recruiter will make sure your job posting is found. Your AllSearch insurance recruiting partner will research your open position and work to ensure your job description is found near the top of every search by the right people. 

When the right talent seems to be located, your insurance recruiter will properly vet the candidates by screening their resumes, conducting phone or video interviews, verifying references, and more. They will only build relationships with talent with the proper experience, technical skills, and values that align with the employer’s culture. 

At the same time, your recruiter is there to help you to see through the abstract, and genuinely understand your candidate’s capabilities, how they compare to peers, and if they are really the right match for you. 

On the job search side, insurance recruiters can provide guidance and support throughout the hiring process with interview preparation, job offer negotiations, and connections to the top companies in the industry. 

A good insurance recruiter will conduct thorough research, screenings, and comparative analysis before introducing any candidates to you. The goal during those conversations is to get to know the candidate — ensuring that their skillset is a match, determining exactly why they are looking for a new opportunity, confirming salary expectations, and often most importantly, determining if they’d be a culture fit.

Our insurance industry recruitment services team uses a combination of these methods to thoroughly evaluate candidates and ensure we are selecting the most qualified candidates for the job. Here are some of the common ways we screen candidates for our partners:

• Resume reviews: to assess their education, work experience, and skills to determine if they are a good match for the job.
• Phone interviews: to further assess a candidate’s experience, skills, and qualifications for the job.
• In-person interviews: to assess their personality, communication skills, and cultural fit with the organization.
• Reference checks: to verify their work history, skills, and character.
• Background checks: to ensure that the candidate has no criminal history or negative references.
• Skills testing: to measure the candidate’s abilities in specific areas such as property & casualty, account management, claims, life & health, auto, and other niche topics relevant to insurance.
• Online presence: to assess their reputation, experience, and qualifications.

We know what to ask, what to look for, and what the red flags are because this is what we do all day, every day.  We’ll only send candidates for consideration if they check most or all of the boxes.

We typically allow at least 7-10 business days to get the word out about your hiring needs to people within the industry. During the process, your recruiter will provide weekly check-ins to provide timely market feedback based on what we’re seeing and any challenges we’re facing. 

In some cases, we may need to adjust the parameters of a search to open up the candidate pool and have a better chance of finding talent. We will be upfront and transparent if we can’t identify any candidates for your role.

The typical hiring timeline to place an insurance candidate depends on several variables, but our average is usually 6 weeks. That breakdown includes:

• Two weeks of sourcing candidates
• Two weeks of interviewing
• Two weeks for the candidate to submit their two weeks’ notice at their current employer

We know that your team’s success depends on finding, landing, and bringing your new hire up to speed as quickly as possible, so our recruiters will keep you well-informed throughout the process.