application form
form at home page for recruitment
"*" indicates required fields
We frequently hear the terms "brand building" or "developing your company's brand" these days.
They are ideas none of us can ignore in this fiercely competitive job environment. As dedicated insurance industry recruiters, we utilize a variety of resources every day to locate qualified candidates to serve a sector that is dealing with three generations: one on the cusp of retirement, another alienated by the traditional office dynamic, and a third (Gen Z) that our sector has yet to market to.
These elements combine to create a kind of perfect storm at a time when businesses and the economy are expanding past recovery. Now is the time for insurance organizations to reflect, reassess, and make adjustments that open their doors wider to a wealth of potential talent, as many talented boomers are leaving the industry, many millennials are yearning for a change, and many GenZers want to be in positions and work for companies that value their contributions and seem, lacking a better word, “cool”.
Questions we should be asking:
Is your benefits package appealing? Is it competitive in both the present and the foreseeable future? Is it a cornerstone of your attempts to build your brand?
Perks have traditionally played a reasonably significant role in attracting and keeping competent workers. If there is one thing the pandemic has taught us, it is that security—ensuring our own and our family’s safety—is priceless. Professionals desire to contribute to necessities like retirement and healthcare. Competitive benefits programs demonstrate to employees that your company appreciates their personal well-being in addition to their professional contributions.
Do you engage in open dialogue with your contributors? Do you have a transparent culture?
I think talking to your people is the fastest approach to spot and solve a problem. I practice it, so I know it works. It is quite simple to continue doing business as usual, never communicating with anyone outside those directly beneath you, and thus cultivating a culture at work where nobody really seems to know what’s going on.
This will leave employees feeling alienated and lost in terms of brand building. It’s crucial to assess the situation and inquire, “How’s it going? Do you need anything from us specifically? Are you getting what you need? The lines of communication can close before we even utilize them if we don’t talk to one another, making employees feel alone and unheard and preparing them to leave for a company they believe will “hear” them.
What is our destination? Where are we trying to go? What impact are we hoping to have?
The younger generation of professionals seems to place a specific emphasis on having all these questions answered. Gen Z and a sizable enough portion of Millennials are interested in working for companies and organizations that are impact-driven and have a clear plan for how they want to improve the world. Even if your efforts are limited to your customers and business, younger generations intend to know where you stand and that you would like to be a force for good. They just want to know you’re doing what you can; it can be realistic.
I am aware that taking care of your employees, paying attention to their opinions, and communicating your desire to be your best selves seem like daily activities we should engage in. Yet, not everyone takes the time to check their progress. Not everyone is dedicated to creating a brand that represents a place. We all need to pay attention as the globe and the job market are changing daily.
At DDHQ, we want to ensure your brand and your culture attract only the best the insurance space has to offer.
Stay in Touch
I am text block. Click edit button to change this text. Lorem ipsum dolor sit amet, consectetur adipiscing elit.