Recruiting College Graduates to Selective Insurance

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Formulated a list of recommendations that we felt were the most beneficial to implement at Selective Insurance to recruit more college graduates to both the company as well as the industry as a whole. We sent out surveys to the "Generation Y" demographic both inside and outside of the company and analyzed the data that came back, and we gathered information about the industry as a whole including salary information.

My team consisted of six interns, including myself, and out of these six I was one of two who had the privilege to present our recommendations in a 15 minute presentation in the auditorium to many senior executives, employees, and our stakeholders in Human Resources.

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  • Out of roughly 2,000 employees, 41 employees are under the age of 25Making insurance industry an attractive optionMaking selective/branchville attractive optionNetworking to college graduatesTalking Point - Out of roughly 2,000 employees, 26 employees are under the age of 25 How to make the Insurance industry a more attractive career option for college graduatesIdentify key features of Selective to attract college graduatesIdentify ways to make Branchville appealing to the college graduate demographic
  • Side Bar & talking point --- Who was your survey demographic, where does this come from.
  • PropertyCasualty 360 reports an expected short fall of insurance professionals of 400,000 people by year 2020According to the National Association of Colleges and Employers, Insurance Industry is among the top highest starting salaries for recent college graduates*** FOOTNOTE SOURCES
  • Get info from Jennie; **Fortunately, atmosphere and office culture seem to rank high on the scale of importance as well. If the atmosphere of the office can provide educational tools and support, while being filled with interesting and exciting people and ideas, the younger talent may think twice before saying “boring” after hearing “insurance industry.” (http://www.insurancemarketinghq.com/2010/06/astonish-results-attracting-millenial-talent/)REWORD ---- INCREASING EMPLOYMENT OPPORTUNITIES
  • N = 41
  • Get some quick factual fact; http://www.naceweb.org/s07202011/career_fair_information_session/?referal=knowledgecenter&menuid=88State that we need to increase teamMention – adding an incentive program for non HR employees to go out and recruit (employee ambassador program)Mention type of things fraternities due during the year…etc** Talking point – for college fairs : Top reasons to attend : learning about positions & companiesGamma Iota Sigma – risk management in Alpha Kappa Psi - businessDelta Sigma Pi - businessPhi Gamma Nu - business
  • These are the schools that regional offices visit. Temple and St. Johns visited by NJ region and MidAt.
  • Mention --- Selective currently goes to some of the NJ schools : Rutgers, seton hall, Willie P…
  • Game only on social media/ social recruiting platforms
  • “The effective use of social media networks by employers/recruiters to attract, source, engage with and hire candidates”. ~ SegunAkiode (http://www.punchng.com/i-punch/developing-a-social-recruiting-strategy/) – The punchSocial Recruiting -- jobvite
  • ***Jobvite survey --- Social Recruiting Survey : Rate the quality of candidates from these sources: Refferals (job boards, employees, social networks), Direct sourcing (3rd party search firms, campus recruiting, SEO, Coporate career site) and Internal transfers (SEE GRAPHIC ABOVE)
  • Group together?
  • Competitors to jobvite?? ICIMS; external hosting; screenshot of demo??
  • Recruiting College Graduates to Selective Insurance

    1. 1. Confidential and Proprietary Recruiting College Graduates Ray Farinella, Kristen Carter, Greg Hargrave, Ali Yeager, Emily Blanco, Justin Kell Business Owner: Maryanne Spatola Project Advisors: Laura Bloxham, Heather Drew, Andrew Becker, Ernie Pastor
    2. 2. Confidential and Proprietary Agenda • Challenges • Industry Information • On Campus Opportunities • Online Opportunities • Final Recommendations • Questions
    3. 3. Confidential and Proprietary Challenges • Making the insurance industry a more attractive career option for recent college graduates • Recruiting recent college graduates to Selective’s corporate office – Out of 921 employees in the corporate office, 26 are under the age of 25
    4. 4. Confidential and Proprietary 5% 95% Yes No Thinking About a Career in Insurance? Source: Recruiting College Graduates Survey Results n=41
    5. 5. Confidential and Proprietary Insurance Industry Career Opportunities • Increase in job opportunities industry-wide – Expected shortfall of insurance professionals of 400,000 people within the next six years • Insurance industry is among the top five highest starting salaries for recent college graduates Sources: PropertyCasualty 360, National Association of Colleges and Employers
    6. 6. Confidential and Proprietary Selective Selling Points • Increasing employment opportunities – 50% of Selective employees will become eligible for retirement in the next five years – In the past few months, 80 to 100 open positions • Competitive pay and benefits package for starting employees • Company culture – 74% of previous interns who are now employed stated company culture was a reason for taking a job with Selective Source: Recruiting College Graduates Survey Results n=19
    7. 7. Confidential and Proprietary Top Career Searching Mediums Source: Recruiting College Graduates Survey Results n=41 10% 28% 38% 45% 45% 45% 45% 45% Newspaper Campus Website Word of Mouth Online Job Board Company Website Social Media On Campus Advertising Campus Job Fairs
    8. 8. Confidential and Proprietary On Campus Opportunities • College networking recommendations – Participate in college career fairs o 65% of undergraduates find career fairs worthwhile – Hold mock interviews – Engage with business fraternities – Attend alumni events o Networking o Speakers Source: National Association of Colleges and Employers
    9. 9. Confidential and Proprietary Current College Recruiting
    10. 10. Confidential and Proprietary New Jersey Colleges 155,056 total undergraduates 87% are NJ residents • 16 new opportunities – Rider University – Rowan University – Stevens Institute of Technology – Rutgers University (all) – Seton Hall College – Stockton College – TCNJ – William Paterson University – Caldwell College – Centenary College – Fairleigh Dickinson University – Montclair University – Monmouth University – NJIT – Princeton – Ramapo College Source: collegeboard.edu
    11. 11. Confidential and Proprietary Online Opportunities • Renovate Selective’s current website – College career page • Utilize college career sites – Job postings – Student e-blasts • Integrate social recruiting – Social recruiting software
    12. 12. Confidential and Proprietary Competitors’ Sites • Recent graduate career page • College recruitment schedules • List of programs and training opportunities • Interactive degree matching tool • Department overview videos
    13. 13. Confidential and Proprietary Competitors’ Sites Source: http://amicajobs.silkroad.com/
    14. 14. Confidential and Proprietary Competitors’ Sites Source: https://www.travelers.com
    15. 15. Confidential and Proprietary Competitors’ Sites Source: http://therightfit-test.s3-website-us-east-1.amazonaws.com/
    16. 16. Confidential and Proprietary Definition of Social Recruiting “The effective use of social media networks by employers/recruiters to attract, source, engage with and hire candidates.” -Segun Akiode,The Punch • Social Recruiting – 3 Parts: ― Using social media tools as part of recruiting ― Building a community of potential candidates ― Engaging with candidates as people not numbers Source: The Punch, Jobvite
    17. 17. Confidential and Proprietary Social Recruiting Benefits • Utilizes business tools with tracking metrics – Jobvite • Expands company awareness • Exploits current employee networks – Employee referrals
    18. 18. Confidential and Proprietary Social Media Traffic by Age Demographic Source: Quantcast 27% 24% 18% 13% 11% 7% 17% 22% 22% 17% 13% 9% 6% 9% 22% 24% 22% 17% 0% 5% 10% 15% 20% 25% 30% <18 18-24 25-34 35-44 45-54 55> Facebook Twitter LinkedIn
    19. 19. Confidential and Proprietary Social Recruiting Software • Jobvite – Candidate databases – Automated communication – Employee network access – Social recruiting tracking o Customizable reports Source: Jobvite.com
    20. 20. Confidential and Proprietary Final Recommendations • Increase awareness of Selective – Develop relationships with more NJ colleges – Utilize current employees • Increase direct on campus networking opportunities • Increase online presence – Create college career page on Selective’s website – Investigate social recruiting capabilities of Facebook and Twitter – Implement social recruiting software o i.e. Jobvite
    21. 21. Confidential and Proprietary Questions

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