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Unlocking the Heart of Insurance Recruiting: The Journey to Culture Fit
By Julie Turpin, Chief People Officer, Brown & Brown Insurance
In the next ten years, nearly 50% of insurance workers will retire. One person said that with more than 400,000 jobs still vacant, “all aspects of the insurance industry will struggle to replace workers at all levels.” U.S. Chamber of Commerce Report. This is because currently less than 25% of our industry is under the age of 35.
this Insurance Career Month, we need to ask ourselves: How do we recruit in 2024? Are we just looking for a team member, or are we looking for a “culture fit” or a “culture complement”?
Culture fit and culture add-on refer to how well a team member aligns with the company’s vision, goals and beliefs, and how new perspectives add to the existing culture. When team members resonate with cultural fit, they bring the right skill set—both hard and soft—to blend in with the rest of the team. They are fully aligned with the company’s mission and values.
But cultural fit isn’t easy to find. Making a hiring decision after spending just 30 minutes with someone is like threading a needle while blindfolded. How can we be confident that we are making the right choice when asked the same routine questions?
Seven years ago, Brown & Brown CEO Powell Brown asked some interview questions that swayed My recruitment process. I shared these treasures with our recruiters during one of their visits.
A few questions particularly resonated with me:
- “What experiences do you think have had the greatest impact on shaping who you are today?”
- “Give me an example of how you took control of your career?”
- “What do you need to give more than you think you can?”
These aren’t just old questions; they’re the gateway to building intimacy during the interview.
In interviews at Brown & Brown, we’re not looking for polished resume highlights; We crave stories that reveal the essence of a person.
So why do we bother with these deeper questions?
Because they reveal layers of someone’s character that traditional inquiry cannot penetrate. When a candidate is undecided, Consider whether to disclose A personal or professional story where you know you’re on to something profound. It’s about understanding people beyond their skill set.
How do you find teammates who fit or fit in with the culture?
Here are three tips leader Strengthen their recruitment strategy:
1. Dig deep and ask tough questions
When crafting interview questions, don’t shy away from the tough questions. Embrace the tough questions like old friends. Not only are they conversation starters; They are a window into the true nature of a candidate. They provide insight into a person’s willingness to solve problems that may arise (a key factor for people working in this industry) and to grow within an organization by exploring different paths within it. They will also help you understand their journey, obstacles, and what drives them beyond their limits.
2. Find candidates who will enhance your culture
Recruiting missteps often come down to one big mistake: ignoring cultural synergy. It’s not enough for a candidate to just check all the skill boxes; they must add value to your culture.
Remember, insurance isn’t just about policies and claims; This is to solve the problem. Looking for candidates with problem-solving skills who are willing to participate in a rotation program. From underwriting to customer service, it’s the lifeblood of our industry. If the candidate isn’t a natural problem solver, insurance won’t be a cultural fit.Look for candidates who not only learn from their mistakes, but actually think about them Gift.
3. Track what works well
What motivates your team? What fuels their passion? And, most importantly: What will it take for them to contribute more than they imagine?
these insights Not just an HR data point, but a cornerstone of lasting relationships.During your annual review, be sure to ask, “What inspires you?” Document your team members’ needs and sources of inspiration, then provide them with tool Do their job well.
Genuine interest is the currency of connection
When I navigate to the path lead, I learned that true interest is the currency of connection.Take Powell as my leader, when he asked me about improvisation Last year’s escapades. His genuine curiosity about my experience meant so much beyond the small talk of our conversation. It’s not about grand gestures; It’s about presence and genuine care.
February beckons those of us in insurance to demystify culture fit and find teammates who resonate with our mission. We don’t just recruit talent; Together we weave a sense of belonging, where each teammate adds depth and helps drive the growth of our business.
Goal Holistic Leadership
How personal and professional growth can help you live a fulfilling life
By Julie Turpin, Chief People Officer, Brown & Brown Insurance
Subscribe to Julie’s PurposeFULL Leadership and check out this blog on LinkedIn here.
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