slide1 n.
Skip this Video
Loading SlideShow in 5 Seconds..
Community Webinars PowerPoint Presentation
Download Presentation
Community Webinars

Loading in 2 Seconds...

play fullscreen
1 / 40

Community Webinars - PowerPoint PPT Presentation

  • Uploaded on

The Five Major Hiring Mistakes Only Hire the Best. Community Webinars Insurance Community Center. Presents Monthly Webinars Free to Community Members Community webinars are archived on the Community homepage under the right hand tab titled: Webinar Archive.

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about 'Community Webinars' - spencer

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

The Five Major Hiring Mistakes

Only Hire the Best

Community Webinars

insurance community center
Insurance Community Center
  • Presents Monthly Webinars Free to Community Members
  • Community webinars are archived on the Community homepage under the right hand tab titled: Webinar Archive

George Nordhaus

Chairman, Insurance Hiring System

Sue Nordhaus

President, Insurance Hiring System

Today’s Presenters

Insurance Hiring Systems

888 985 3331 X 210


Cost of a Bad Hire

  • Wasted time in the hiring process
  • Money spent on the new hire/termination
  • Lost Business
  • Staff Alienation

Today’s Presenters

Insurance Hiring Systems

888 985 3331 X 210

the cost of employee turnover
The Cost of Employee Turnover
  • Most hiring and promotion decisions are made in haste—during the first 5 minutes of an interview
  • The economy is having an effect on hiring, and on turnover, but..
  • 80% of employee turnover is avoidable
the cost of employee turnover1
The Cost of Employee Turnover
  • Hiring the “wrong” person for the “wrong” job can be a financial disaster.
    • Many employees do not have all the skills and attributes to do their jobs well

Other vital factors need to be determined before successful hires can be made

the cost of employee turnover2
The Cost of Employee Turnover
  • Understanding the financial (and other) effects of establishing more proficient hiring practices will provide you more reasons to spend time and effort on this vital growth subject.
the cost of employee turnover3
The Cost of Employee Turnover
  • The Gallup Organization places the cost of a bad hire as being 3.2 times the individual’s salary.
  • Agency management consultants tell us bad hiring decisions that result in turnover cost the employer up to twice the person’s annual salary—for example a salary of $50,000 but cost of failed hire is up to $100,000.
the cost of employee turnover4
The Cost of Employee Turnover

Consultant Chris Burand says it costs a minimum of $200,000 to develop a producer.

how do you
How do you….
  • Avoid frequent turnover?
  • Save money, time and aggravation?

You learn to be more savvy when hiring your next employee…and stop making….

what this course will cover
What This Course Will Cover

The five major hiring mistakes…

1. Not identifying needs

2. Not understanding the “Hiring Triangle”

3. Not getting ALL the pertinent information

4. Not conducting a productive interview

5. Not measuring against specific “Job Match Patterns.”

mistake 1 understanding the hiring triangle
Mistake #1—Understanding the Hiring Triangle
  • Failure to understand the concept of the Hiring Triangle
mistake 2 not identifying needs
Mistake #2— Not identifying needs
  • What do we need to accomplish?
  • Exactly what positions are we trying to fill to accomplish those goals?
  • What do we need in terms of skill, character and competency?
  • Objective standards they need to meet
  • What education should they have
  • How about prior work experience
  • Technology skills
understanding who we are looking for
Understanding who we are looking for..
  • Unless we understand the functions e want the potential hiree to perform (and agree on them with the candidate) the long-term probability of a successful hire is at stake.
  • Here, for instance are the fourteen job functions in agencies…
mistake 2 not identifying needs1
Mistake #2— Not identifying needs
  • Agency Principal
  • Benefits Account Manager
  • Benefits Producer
  • Bookkeeper/Financial
  • Claims Manager
  • Commercial Account Manager
  • Commercial Lines Producer
  • Information Systems Mangers
  • Marketing Manager
  • Operations Manager
  • Personal Lines Account Manager
  • Personal Lines Producer
  • Quality Manager
  • Receptionist
commercial lines manager csr
Commercial Lines Manager CSR
  • Prequalifies new business
  • Educates clients about coverage, exclusions & exposures
  • Helps clients make appropriate coverage changes
  • Makes each contact a marketing opportunity
  • Decides whether to use immediate or delayed invoicing
  • Provides producers with technical support (to help clients and agencies)
  • Follows up t ensure timely response
  • Explains audit procedures to clients and reviews interim reports
  • Provides binders, certificates, policies, etc. for clients
  • Explains audit procedures
  • Seeks referrals from client base
  • Summarizes schedules/proposals
  • Remarkets, contacts clients and follows up with producers
  • Renews policies
  • Verifies accuracy of direct billed cancellations
  • Follows agency credit and collection policies
  • Review's walk in payments
mistake 3 getting all the pertinent information
Mistake #3—Getting all the pertinent information
  • Hirers primarily use resumes only to screen out non-qualifying candidates.
  • But resumes, if used and understood properly, can play a major part in the hiring process
  • Employment apps not standardized, have little probing questions…so..
  • We are not getting all the information we truly need
what to watch out for in a r sum
What to watch-out for in a résumé
  • Believe it or not, lying on resumes is on the rise. Over 60% of H.R. professionals say they find inaccuracies on resumes.
what to watch out for in a resume
What to watch-out for in a resume
  • What do applicants lie about?
    • Education
    • Number of years they have worked on a job
    • Accomplishments such as taking credit for that they did not do
    • Reasons for leaving the previous job
    • Salary at previous jobs
    • References
what to watch out for in a resume1
What to watch-out for in a resume
  • There are a variety of outside services (Google “Background checks’…51 million entries) that will help you verify the resume’s authenticity:
    • Comprehensive Background Check
    • Education Verification
    • Criminal, Civil and Sex Offenses
what to watch out for in a resume2
What to watch-out for in a resume
  • Employment Verification
  • Reference Check
  • Professional licenses and certification checks
    • It is very easy to simply put initials after your name.
    • Many accreditations, such as CIC, require the individual meet the accreditation requirement on an annual basis.

Has the candidate kept current with the requirement?

three smaller mistakes well intentioned but
Three smaller mistakes – well-intentioned, but..—
  • Infatuation
  • Blindly promoting from within
  • Recommendation from a friend
mistake 4 not conducting a productive interview
Mistake #4—Not conducting a productive interview
  • Three basic tips of interviewing..
    • Holdthe interview in a quiet, private area and schedule plenty of time
    • Put the applicant at ease by being friendly and conversational
    • Let the candidate talk, but control the question and answer flow— You learn a lot more by listening then talking

Profiles International, Waco, TX.

group interviews
Group Interviews
  • Group interviews are useful because a big part of cultural fit is whether or not the group actually accepts the person.
  • So bring people from different parts of your organization to the interview.

INC. Magazine

mistake 4 the interview process
Mistake #4—The Interview Process
  • Five interview questions you should ask:

1. If you stayed with your current employer, what would have been your next move?

2. What makes you stand out from others in your business?

3. Tell me your greatest accomplishment.

mistake 4 the interview process1
Mistake #4—The Interview Process

4. Give me an example when you took the time to share a co-worker’s achievement

5. Will you agree to take our assessment tests so that we can jointly determine whether you fit the specific job qualifications?

NOTE:Make sure that all people conducting interviews use these same questions and document their answers in their employment file.

standardizing interview questions and procedures in your agency
Standardizing interview questions and procedures in your agency
  • Create a list of these and have everyone who is involved in hiring use it…always!
types of question not to ask
Types of Question NOT to ask:
  • Age or date of birth
    • Unless you can prove that the applicant needs to be a certain age to qualify (such as for licensing or driving a car), don’t ask
  • Gender
    • The only place this applies is for rest room attendants
  • Language Spoken
    • Use caution. You may require effective communication, but you may not eliminate a candidate due to a slight accent
types of question not to ask1
Types of Question NOT to ask:
  • Number of children, child care arrangements, marital status:
    • This is confidential information
  • Club memberships:
    • Don’t ask, this can reveal religious affiliation or ethnic background
  • Emergency Information:
    • Wait until the person is hired to ask for this information
mistake 5 not measuring against specific job match patterns
Mistake #5: Not measuring against specific job match patterns
  • Not measuring applicant’s abilities against people successful in that position.

Need to know learning style, verbal and numerical ability.

Need to know behavioral traits such as attitude, social ability and energy level.

bringing it all together
Bringing it all together

1. Utilizing the hiring triangle

2. Defining expectations

3. Getting the right information

4. A productive interview

5. Job-matching

for information about the community and university
For Information about the Community and University
  • Laurie Infantino
    • 714 803 5830
  • Marjorie Segale
    • 714 206 9583
  • For Information about Insurance Hiring System
    • Sue Nordhaus
    • 505 6o3 5503
upcoming webinars
Upcoming Webinars
  • Upcoming CE Classes
    • Voluntary Benefits
    • Ethics
    • Business Income
  • Upcoming Community Webinars
    • Commercial Property Forms
    • Insuring Winery’s