Are you struggling to find and retain top performers? Are your employee engagement and productivity rates not as high as you’d like? Are you concerned that you’re not attracting enough diversity talent?
Executive SummaryRewriting job descriptions to clearly reflect desired business outcomes is just one of the steps insurers can take to attract and retain top talent, according to recruiters Ira Ziff and Anuraag Sunder. Here, they present a value map to guide insurers in crafting their revisions, also offering advice to expand the size of the potential talent pool and fixes to the candidate screening and assessment process.
If you answered yes to any of these questions, you’re in good company. So, why—with all the technology available at our fingertips—is it still a challenge for so many hiring managers and HR professionals to find and keep great talent?
There’s a lot of talk these days about talent not being “future ready”—that they lack the skills and experience to help companies not only succeed in today’s hyper competitive landscape but also be prepared to tackle tomorrow’s challenges. For example, a recent article in Harvard Business Review references a recent Gartner study that identifies trends that are rendering traditional recruitment tactics obsolete. One of the trends is that “the skills needed in many roles have an increasingly short shelf life, owing in part to more-frequent and disruptive technological breakthroughs.” (“Reengineering the Recruitment Process,” Harvard Business Review, March/April 2021)