Blair Kenner Group

Insurance recruiters have to work hard and invest time in market research, customer reviews, vendor comparison, etc. in order to fetch out the trending HR technology for an organization. However, these talent recruiters must have to create a compelling way to sell these technologically advanced ideas to the C-suite. In this context, you need to deliver a persuasive presentation, back-up your selection with a compelling business case, and learn the robust language of leadership.   Here are a few tips regarding how to sell new HR technology to the C-suite: Keep the Technology Budget-Friendly Money matters a lot in every aspect. And a smart HR recruiter must find budget-friendly, yet highly efficient trends with beneficial features. However, it is necessary that while building your business case, you must include the implementation and execution costs. And should contain the parameters or risks of not implementing those introduced technologies. As a property and casualty recruiter , ...

As insurance company recruiters , it is your core duty to guide the job aspirants regarding the mistakes they make while preparing their resumes. Many times, it’s not the candidate, but the resume that stands as a negative factor in not letting you accomplish your dream job. Let’s point out three fatal flaws and find ways to avoid them in order to shift your resume from the bottom of the barrel to the top of the crap: Typing mistakes and Errors in Grammar Various talent acquisition firms in the USA marked this mistake as a drastic blunder. Submitting a clean, crisp, informative, honest, and error-free resume is your first priority. If the resume is checked under human recruiters, then small punctuation and a few grammar mistakes can be avoided. However, the same being verified under machines, your typing and grammatical mistakes can't be spared. This creates a negative impression prior to starting any process. Thus, it is advisable to read out your resume aloud personally and veri...

As an entrepreneur, you must have knowledge regarding your business. However, as a startup, you must have an estimated calculation of the expenses too. You must have to look out for the beneficial points as well as the negative point. The insurance sector is a huge domain and planning to proceed as insurance recruiters is a smart decision. However, this can be highly competitive and energy-yielding as well as lucrative at the same time. Now, if you are thinking to start your own insurance staffing firm, you must possess strategic knowledge of costs and expenses. That’s what we shall discuss here: Typically, when we talk about starting an insurance talent acquisition firm, it may cost anywhere from $3,000 to $250,000. This is because of the different factors affecting the expenses such as location, size of the business, outsourcing strategies, advertisements, no of staff, and so on. Various talent acquisition firms in the USA agree to the point that it will be better to focus on adve...