You have a gap on your underwriting team and are recruiting to fill the position. What kind of person are you looking for? What kind of person are you not looking for? While you have a set of skills and knowledge in mind, the recruiting process isn’t always as simple as finding a candidate with x years of experience or y and z qualifications. Plus, qualifications aren’t the ‘be all, end all’.
We are firm believers that hiring for fit is paramount - especially when you are hiring someone into a team environment. To cultivate a high performing team – being able to work collaboratively and demonstrate a thirst for learning are key assets.
What do we consider dynamic talent?
With the underwriting landscape evolving every day, our approach to hiring is looking for what we call “the 5%”. These underwriters strive to work beyond the scope of production underwriting and can change hats easily to work on other projects such as audits and reviews (aka dynamic talent). This adaptability to changing circumstances allows underwriters to look at things from a more holistic point of view – a vital skill, especially with InsurTech and Big Data becoming more prevalent. Ultimately resulting in an All-Star team of well-rounded underwriters that go beyond the everyday underwriting role.
We encourage our underwriters to do more – to innovate and think outside of an insurance application checkbox. For example, they are all authors on our blog (check out their work here).
How to find dynamic underwriting talent?
Go beyond posting a job to your website. Leverage your existing networks both online and offline to reach talent who may not otherwise come across your job posting. For example:
- Whether you meet monthly or keep in touch via LinkedIn group, associations are a great way to meet professionals in your industry. If an opportunity comes up, you know they are already qualified.
- LinkedIn should be one of your go-to sources for finding dynamic talent. Look for current underwriters (or millennials entering the industry) who have built a strong presence on the platform. This includes: a professional headshot, up-to-date experience, active sharing of industry content, engagement in groups. An active presence indicates dynamic talent as they are going the extra mile to build their digital footprint.
- Bonus: if hired, their active presence on LinkedIn can benefit your company and team
- Keep an open ear for people in your personal network (family and friend circles) who are looking for a new opportunity or know someone who is.
Set out your desired skills and capabilities (outside of accreditation and work experience) ahead of time to help you hone in on those candidates that meet your criteria.
What do these criteria look like? Download the Underwriting Manager’s Guide to Training to find out.
The guide also includes:
- How to build a comprehensive onboarding framework
- Using quality assurance measurement as a motivator
- Why knowledge = people