Top Rated State Farm Agents Near Me - As a State Farm Applicant Tracking System (ATS) partner, it serves thousands of State Farm agents on recruiting trips each year. We spoke with one agent who developed a recruiting process that has had significant success—resulting in an above-average applicant flow that has caught the attention of his colleagues at State Farm.
In mid-March, news of COVID-19 quickly changed the labor market landscape. Record jobless claims were filed and a hiring freeze was felt across many industries.
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But between March 24 and April 14 — a time when most other businesses were reeling from these sudden, unexpected changes — State Farm insurance agent Isaiah Ruiz saw 61 new applicants for the two open positions he posted on his careers page.
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Ruiz has been operating his State Farm in Bakersfield, California since January 2019. Prior to his career in insurance, he worked for a digital marketing and advertising firm. It turned out that the skills he learned there would give him an edge in the insurance business.
“I knew it was all about making sure you had relevant content and keeping it fresh and always up to date. I continue to update my social media marketing."
Ruiz found that she excelled in recruiting marketing for small businesses — marketing efforts focused on generating leads — when many others in the insurance industry were struggling to fill their candidate pipelines with qualified candidates.
Now she shares her tips with others so they can see their results improve. Here are his top three keys to success.
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Ruiz began developing her process by creating a personalized careers page that would host her job postings. Every job ad it creates generates a personal link. Instead of relying on job boards to bring him most of his candidates, he started sharing his own links.
"If I knew someone, they would say, 'Hey, I want to apply for a job.' Can we sit down for an interview?” I would send them the link and say, “Fill this out first.” Even if it was a good friend of mine who was looking for a job!” says Ruiz.
If he were to meet a potential candidate at a marketing event or networking mixer, he would do the same. This approach also keeps candidates engaged in the process, rather than simply sending resumes that pile up in Ruiz's inbox.
According to Ruiz: “I would say: Give me your email. Email or phone number. I will send you a link. And then just make sure you apply for the link first.” That makes it more formal than just sending me your resume. You must answer the questions and complete the assessments. Plus, it was an easy way to track my candidates and see what stage they were at. "
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In addition to streamlining the application process, he says directing all applicants to his careers page has a strategic benefit: He's noticed it helps his job listings rank better in search engine results. He says, "When I realized it was good, that's how I started moving forward."
Ruiz says it's important to constantly update the content on your job postings. You shouldn't be afraid to make changes to a job if it isn't generating the number of applicants you want to see.
In addition to updating job titles, it will also add bullet points to job descriptions. "Just the little things," he says. "I won't go back and post the whole job ad again."
Ruiz believes that constant repetition of job postings makes it easier to see what resonates with job seekers. Don't let your content go stale. If something isn't working in your job ad, change it. Eventually you will find a winning formula. The same goes for the content on your company's careers page.
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— In fact, this is one of the best practices we've developed as part of our thoughtful approach to hiring. It turns out that philosophy really works for Isaiah Ruiz.
"I know as an agent, you have a million things to do and a million things to worry about, but without a constant stream of potential team members, you're spinning your wheels." You have to make sure the funnel is always filled even when you're not hiring," says Ruiz.
"Even if you think 'my team is solid' or 'I can't hire anyone right now' - you never know. I lost over 50% of my team in the first three months and I didn't think that would happen.
Ruiz says she's constantly posting internships on her career page these days. She believes this attracts a lot of hungry business professionals who want to break into the industry.
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To start improving your recruiting process with an applicant tracking system, request a free demo today.
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