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The Five Major Hiring MistakesOnly Hire the Best

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Today’s PresentersInsurance Hiring Systems

www.agenciesonline.biz888 985 3331 X 210

Sue NordhausPresident, Insurance Hiring System

George NordhausChairman, Insurance Hiring System

http://www.agenciesonline.biz/

Cost of a Bad Hire

Wasted time in the hiring process

Money spent on the new hire/termination

Lost Business

Staff Alienation

Today’s PresentersInsurance Hiring Systems

www.agenciesonline.biz888 985 3331 X 210

http://www.agenciesonline.biz/


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

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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

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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.

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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.

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The Cost of Employee Turnover

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

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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….

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What This Course Will Cover

The five major hiring mistakes…

1. Not identifying needs2. 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.”

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Mistake #1—Understanding the Hiring TriangleFailure to understand the

concept of the Hiring Triangle



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.. 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…

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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

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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

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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 résumé

Believe it or not, lying on resumes is on the rise. Over 60% of H.R. professionals say they find inaccuracies on resumes.

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What to watch-out for in a resumeWhat 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

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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

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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?

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Make sure you have an in-depth employment application


Get all former employment history


Three smaller mistakes – well-intentioned, but..—Infatuation

Blindly promoting from within

Recommendation from a friend


Mistake #4—Not conducting a productive interviewThree basic tips of interviewing..

1. Hold the interview in a quiet, private area and schedule plenty of time

2. Put the applicant at ease by being friendly and conversational

3. Let the candidate talk, but control the question and answer flow— You learn a lot more by listening then talking

Profiles International, Waco, TX.

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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

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Mistake #4—The Interview ProcessFive 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.

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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.

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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: 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

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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 backgroundEmergency Information:

Wait until the person is hired to ask for this information

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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.

Mistake #5: Not measuring against specific job match patterns


Bringing it all together 1. Utilizing the hiring

triangle2. Defining expectations3. Getting the right information

4. A productive interview5. Job-matching


www.insurancehiringsystem.com

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Every step in the hiring process

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Fitting the performance model

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For Information about the Community and University Laurie Infantino

[email protected] 714 803 5830

Marjorie Segale [email protected] 714 206 9583

For Information about Insurance Hiring System Sue Nordhaus [email protected] 505 6o3

550339

mailto:[email protected]




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