An insurance recruiter identifies personnel to fill vacancies at insurance companies. In addition, recruiters may work with employers on retention tactics to attract and keep promising personnel. Some work independently, while others may be employed by specific insurance companies or recruitment firms that take on contracts to fill specific positions. Some specific training in the industry is usually necessary for this work, along with human resources experience and strong communication skills.
Insurance companies may work with recruiters to fill a range of positions. Small regional offices could advertise directly, but larger firms may prefer to seek out candidates through an intermediary. They can fill positions including those in direct sales, executive staffing, and other areas of a company, like risk analysis and underwriting. The insurance recruiter starts by meeting with the employer to discuss the position, the requirements, and the compensation and benefits offered. Recruiters may be allowed to work within a range to attract the best candidates.
In the course of the job, an insurance recruiter can attend job fairs, conferences, and other events to identify people who may be good for positions. They can recruit people directly out of college and insurance training courses in some cases. Others may work with people who want to switch companies or positions, or solicit people working for rival firms to take on new positions. Recruitment work involves creating a database of candidates to have a list of options available when positions open up and a company asks for help filling them.
People can approach an insurance recruiter if they are looking for work. One advantage to working with a recruiter can be access to positions not advertised for the general public. Recruiters may also be able to negotiate better pay and benefits, or could make clients aware of opportunities they might not have considered. For example, someone willing to relocate might find work in an unexpected place through a recruiter.
Tact and discretion can be necessary for a successful insurance recruiter. Companies replacing important staff members or very popular employees usually do not want to advertise this fact, as it could create concern or unrest. Meanwhile, people seeking new jobs want to work with recruiters who won’t contact them at their workplaces or disclose information about their job hunt, as this could jeopardize their current employment. This work can require contacting and soliciting job applications for sensitive positions, where careful communication skills and a thorough knowledge of the industry can be beneficial.
