If you’re currently looking to recruit insurance professionals in Ireland for your growing organisation, you may have your work cut out for you.
With a range of challenges facing employers in the area of recruitment, from a shallow talent pool to the rise of insurtech demanding a digitally adept workforce, the search for skilled candidates is becoming increasingly difficult for hiring companies.
The key to success in the face of adversity lies in developing and adopting smarter, more targeted strategies to win the race for top-tier candidates.
Read on to discover how to supercharge your efforts through the use of tried-and-tested strategies that are tailored to the Irish insurance market.
Harness technology and analytics when recruiting insurance professionals in Ireland
Nearly eight in ten employers are now using AI to bolster their hiring process. If you’re not included in this cohort, you will immediately find yourself on the back foot in the context of recruitment.
Given that modern recruitment is extremely data-driven, it’s imperative to leverage technology to streamline and strengthen your efforts.
How to leverage technology to recruit insurance professionals in Ireland
There are several ways to use technology to your advantage when searching for the perfect fit for your company:
- Use Applicant Tracking Systems (ATS) to manage pipelines and reduce manual admin.
- Try out AI-driven sourcing tools to find passive candidates.
- Filter out unsuitable candidates through the use of AI-based assessment tools, but beware of candidates systematically representing themselves in a bid to “beat the machine”.
- Harness analytics dashboards to anticipate hiring bottlenecks, time-to-fill, and conversion rates.
All of these tools and more will help you to speed up the recruitment process and source candidates who will be a good fit for both the role on offer and your organisation.
Fine-tune your employer branding
In a crowded market, your brand is what sets you apart from the competition.
To ensure your employer brand represents your ethos as a company and remains attractive to candidates, it’s vital to regularly conduct an employer brand health check, particularly when you’re ramping up recruitment efforts.
Creating a compelling brand involves showcasing your company’s culture, outlining internal progression paths, spotlighting employee stories, and highlighting your position in areas such as diversity and innovation.
By clarifying and shaping your brand in this way, you’re more likely to attract skilled candidates who align with your vision.
Utilise various sourcing channels when scouting for talent
Job boards still play a role in a recruitment drive, but when considered in the context of the financial sector, they should form just one part of a wider strategy. Other channels to explore include:
- Professional bodies such as the Insurance Institute of Ireland
- Passive sourcing through LinkedIn or industry-specific networks
- Conferences, webinars and meetups
- Niche insurance and financial services job portals
- Employee referral schemes
- Specialist recruitment services
Before sharing roles across any of these channels, it’s vital to align your hiring plan to your organisation’s strategic goals to facilitate the creation of sharper job briefs, which ultimately promote better candidate screening and faster decision-making.
Deliver an exceptional candidate experience when you recruit insurance professionals in Ireland
Don’t underestimate the importance of a positive candidate experience when recruiting; not only will it help you attract talented professionals, but it will also boost retention rates within your industry.
A successful candidate experience is largely based on trust. Research suggests that feelings of motivation and commitment are 41 times more likely among employees who trust their senior leaders.
Achieving this means adopting several best practices to improve overall candidate experience, such as:
- Offering clear timelines and providing transparent feedback and communication at every stage.
- Showing respect for candidates’ time by conducting efficient interviews and decreasing wait time between interview stages.
- Creating a smooth onboarding process by being present and available during the settling-in period.
Creating a positive experience from the outset will not only increase the chance of job acceptance but will also stand in your favour as time goes on.
Focus on internal development
An effective way to reduce employee turnover within your organisation (and to pique the interest of new candidates) is to focus on promoting from within. This benefits all involved, creating professional growth opportunities for ambitious individuals and building a sustainable talent pipeline for the company itself.
In the insurance space, internal development is vital given the pressure caused by regulatory, technical and digital transformation. To futureproof your business and encourage commitment and longevity among your team, consider providing:
- Structured learning paths that lead to certifications
- Internal progression opportunities
- Mentoring and cross-department rotations
It’s also important to note that monitoring turnover and dissecting exit feedback will also assist you with strengthening your resilience and competitiveness as an employer.
Work with a specialist recruitment partner
When speed, precision and domain expertise matter, partnering with a specialist recruitment agency gives you a strategic advantage.
A general recruiter may lack the depth of sector knowledge or candidate reach needed to fulfil certain insurance roles.
A specialist recruiter, on the other hand, will take a more layered and tailored approach that is designed for success.
Recruit insurance professionals in Ireland with the help of 360 Search
With extensive experience and a vast Ireland-wide network, our team at 360 Search helps clients attract, engage and retain the right talent across the insurance, finance, compliance and life and pensions sectors.
We provide:
- A consultative, tailored approach, from briefing all the way to onboarding.
- Access to passive, high-calibre professionals who are not visible on public job boards.
- The ability to run executive searches, interim/contract hires and onsite recruitment support.
- Screening, interviewing and vetting expertise to reduce your risk and time-to-hire.
In short, we empower you to tap into deep networks and efficient know-how, while focusing internal teams on core business execution.
If you’d like to explore how we can support your next hire, contact us today.
