The recruiting climate continues to evolve and present a variety of challenges for insurers. There’s a lingering talent shortage, transferable skills are more important than ever, and candidates are rigid in their expectations. Last quarter, we discussed adapting your mindset and redefining what constitutes a “perfect” candidate. However, one area that often remains difficult for hiring managers is moving past what they’ve previously considered a “red flag” on an individual’s resume.
In this edition of Recruiter Report, we're exploring the question, “Are traditional ‘red flags’ still a concern in today’s environment?”
Reviewing resumes is, of course, an essential first step in identifying a slate of qualified candidates for your open role, and there will be clear signs when individuals should not move forward. For instance, an abundance of typos when attention to detail is critical; false or misleading information; or resumes that are unrelated to the position, all help you cull your initial list of potential candidates.
However, in some cases a candidate may meet most of your criteria, but have gaps in their background or experience that give you pause. While resumes share a wealth of initial details about an individual, they’re still one-dimensional. Sometimes to find the best candidates, it’s necessary to dig a little deeper.
Employment Gaps and Job Hopping
Especially in the post-COVID environment, job changes and gaps in employment don’t necessarily mean the individual isn’t committed or able to settle down. Context is everything. In many industries – including insurance – mergers and acquisitions have become more common. A candidate’s resume might suggest frequent movement when in reality they’ve remained loyal through times of transition and gained a variety of experiences while flexing their ability to adapt – all of which would be a benefit to your organization.
Additionally, professionals have become more comfortable prioritizing their families and mental well-being. Career breaks may have been an intentional pause to reset or to care for family members. They may have a partner in a job that requires frequent relocation or who is in the military. Perhaps their previous boss took a new role and brought them along. Before turning someone away based on the timelines within their resume, ask a few questions that provide them with the opportunity to share the full story. This could even be through an initial recruiter screening to help you gain more perspective before bringing them in to interview.
Previous Work Environments
Prior to 2020, it was generally assumed individuals worked from their company’s office location. Now, with most employees being hybrid or fully remote, ensuring an individual’s desired work environment aligns with your company’s corporate policy is essential. If a candidate has worked remotely for years and the open position requires them to commute into the office a majority of the time, it may be a red flag. At the same time, if they’ve worked in the office and are used to frequent social interactions, accepting a fully remote role may feel alienating.
Before bringing a candidate in for an interview, be upfront with the required days in office in case it’s a deal breaker for them. If the process moves forward, ensure individuals are able to talk with others in the organization who have gone through similar transitions. For in-office roles, you may also decide to plan face-to-face interviews around the morning commute to make sure they know what it’s like before they commit.
Lack of “Key Words”
Often, initial resume screens review for pre-determined key words. However, if this doesn’t account for an array of terms, a candidate may be discounted on semantics alone. Consider who’s doing your initial resume screenings – do they understand which candidate experiences translate to your needs? For example, terms like “sales representative” and “producer” or “Affordable Care Act,” “ACA,” and “Exchange” can often be used interchangeably. Moreover, insurance roles are evolving and new roles are being created, making it necessary to account for transferable skills. Make sure whoever is in charge of your initial screenings is well-versed in insurance and taking a holistic approach. Similarly, AI may be helpful, yet it’s important to ensure it’s used as a tool and not a replacement for a human with deep industry knowledge.
Resumes are representative documents designed to fit complex careers into concise formats. Not everything you see will be black and white; if a candidate seems well-qualified but a potential “red flag” pops up, take the time to dig deeper. Today’s career paths wind, turn and pause. In many cases a “red flag” on paper may not be a red flag at all. Expand your mindset to avoid missing out on the perfect candidate before they even make it to the interview.
In our recent LinkedIn poll, we’re asking what hiring managers currently consider red flags. Check out the responses and weigh in here.