You really like the insurance candidate you just interviewed. Now it’s time to ask for their reference list. This is a critical time in the interview process. How quickly the candidate gets you their list and who they decide to use can yield valuable clues to past performance as well as shed light into their ability to work effectively with others. If their list only contains coworkers or friends, and no direct supervisors, this is a potential red flag, and you should investigate further.
As an insurance recruiter, my experience is that the best candidates always have solid current references. Let’s discuss what you should look for when you are conducting references.
1. Are they including past insurance-related direct supervisors?
Unless the candidate is brand new to insurance, you should expect to see references that are insurance related. Ideally the list contains at least one recent former manager unless the candidate has been a very long-term employee with their current firm. If the list has no one who was in a supervisory role, you have to ask yourself why the candidate is only including coworkers or friends. You will definitely want to contact these people as they can provide valuable insights, however, if they tell you that they didn’t work directly with the candidate so can’t comment on the actual work performance, ask the reference who the candidate’s direct manager was and then try to contact them through social media or your own network. Remember, you are not limited to contacting only the names on the candidate’s reference list, just remember to use discretion if the candidate is currently employed.
2. Core Competencies and Skills:
References should be able to speak about the applicant’s core competencies and skills directly related to the role you are trying to fill. Ask questions about risk assessment, accuracy, client service, team interaction, and ability to meet metrics.
3. Track Record of Success:
Good candidates will have a track record of strong performance at the majority of firms they have worked for. Asking the simple question “would you want to work with the candidate again and why?” will allow you to gauge if the candidate is a strong contributor and team player or someone that may not fit easily or align well with your company’s culture.
4. Strong Communication and Interpersonal Skills:
References should attest to the applicant’s ability to communicate complex insurance concepts in a clear and concise manner. Seek feedback on their interpersonal skills, teamwork capabilities, and relationship-building abilities.
5. Integrity, ethics and ability to adhere to best practices:
References can help you determine if the applicant has demonstrated strict adherence to industry regulations and best practices. Make sure you ask their integrity, ability to address mistakes promptly. and ask about how they respond to constructive coaching.
6. Adaptability and Resilience:
Ask references to comment on the candidate’s ability to navigate change, solve problems, and effectively handle complex scenarios. Probing their ability to work under pressure, manage high workloads, and meet tight deadlines can be insightful for determining their resilience especially if you have a fast-paced demanding insurance environment.
By focusing on references who can provide as much firsthand information about the candidate, you will be able to improve your chances of a successful hire.
If you are planning to hire in the next couple of months and want a recruiting partner who can help you uncover the best insurance talent in the Pacific Northwest, I can help. Contact me, and let’s talk about your hiring goals.
