What does life insurance culture mean?

At present, the recruitment advertisements of various insurance companies are overwhelming. Do insurance companies really have such a strong demand for talents, or are they treating recruitment as a show? If it is not a show, what kind of talent demand will enterprises have this year? Xu Zhelang: In the process of opening up the domestic insurance market, insurance companies have a great demand for talents. Different from other industries, the insurance industry is a very traditional service industry, which needs people to serve and cannot be replaced by machines. From this perspective, its demand for talents is also inevitable. In my opinion, the demand for talents in the insurance industry from the background to the scene is comprehensive. Putting on a show costs money, and it will also have negative effects. People will wonder, why is this enterprise always short of people? Recruitment advertisements can't achieve the function of image propaganda. Liu Qing: As an old insurance company, China Life will not regard recruitment as a show. We really need talents at different levels. Now, new domestic and foreign insurance companies have been established, and talents have become the focus of competition among these companies. We will use various channels for recruitment, such as campus recruitment. In addition, we also recruit some urgently needed professionals through newspapers and websites. Every year, the talent demand of each department is investigated, and the number of recruits is determined after systematic analysis and statistics. Roewe: I don't know why there is a saying that "insurance companies use recruitment as a show". In fact, for the company, this is a waste of cost. If you want to do image publicity, you might as well invest the money directly in advertising. What's more, if there are many false job advertisements, it will damage the company's image. Huang Huajing: There are very few people in our human resources department, so we have no time to do recruitment shows. China-US Metropolis officially opened at the end of March last year. We are now in a stage of rapid development, and there is a great demand for talents. At present, there are 18 insurance companies in Beijing market. As far as I know, there will be 17 companies entering the market this year, which will bring huge demand for talents. Moreover, many companies are carrying out talent reserve strategy, which is why insurance companies can always be recruited. Functionally, we need some people with professional experience in insurance. From a hierarchical point of view, the middle and high level is the focus of recruitment. These positions require not only industry experience, but also experience in the international insurance industry. In addition, because we are a joint venture insurance company, we also have some language requirements. Wen Xue: AVIC Samsung Life Insurance is a company in preparation, which needs about 70 ~ 100 core personnel. We expect to open in June this year. Before that, there will be a large demand for talents, and they will be recruited through various channels. Our demand for talents mainly focuses on life insurance actuarial, underwriting, marketing and other positions. At present, there is an extreme phenomenon that the supply of insurance talents is less than the demand, so it is difficult for companies to recruit talents. Some time ago, we received more than 8,000 resumes when we were recruiting, but only more than 900 could meet the job requirements described in the advertisement, and only a few dozen were screened out for interviews. Now the start-up companies are already facing the problem of retaining people, and the pressure brought by talent competition is obvious. Yang li Ping: Insurance companies don't treat recruitment as a show. Doing so will smash your own brand and lose people's trust. In the past, when insurance companies recruited salesmen, they declared that they didn't want people with life insurance experience. In fact, as far as we know, they also recruited people with life insurance experience. As long as we love this industry, we welcome people with industry experience. At present, our talent demand is mainly professionals, such as underwriting, salary and other background positions. In recruitment, priority will be given to talents with medical and legal backgrounds. In addition, we also lack professional sales staff. Topic 2: Do fresh graduates use it? We understand that some insurance companies are not very interested in campus recruitment. They think that fresh graduates are not mature enough, lack of social experience, lack of adaptability and psychological endurance, and it is risky for companies to use such people. So some insurance companies welcome people who have no life insurance experience, but they don't seem to like fresh graduates very much? Liu Qing: The fresh graduates have the spirit of pioneering and innovation and can bring new strength. A newly established company may need to recruit some experienced people and get started immediately, but for an experienced old insurance company like China Life, it has formed a very standardized system in management and business operation. We need to bring some fresh blood to this team. Therefore, we do campus recruitment every year, and we will start preparations six months in advance. Of course, new students may not be experienced enough to be competent for their current jobs, but we have a systematic training mechanism, such as pre-job training and grassroots exercise. We also hold some training courses in the company regularly to design the scheme according to everyone's situation. Although fresh graduates can't get started quickly after entering the company, they can still be better after several years of training. This growth channel also plays a very important role in retaining talents. Roewe: We welcome fresh graduates who are optimistic about the development prospects of the insurance industry, and hope to exert their strength and make great achievements in Pacific Life. We will organize a lot of recruitment when students are nearing graduation, and we will also contact some institutions. In the report of happy workplace on June 24, 65438, there is a phenomenon that some fresh graduates like the position of insurance salesman. In fact, that's just a choice that students have to make because they can't find a job. In my opinion, it is irresponsible for college students to force themselves to make such a choice against their will if they feel that they don't like this position or don't like this industry. Huang Huajing: Whether to recruit fresh graduates depends entirely on the needs of enterprises and job requirements. We recruit fresh graduates because we like their strengths and characteristics better. For example, we recruit some actuarial graduates every year, so that we can give full play to their technical advantages and don't need too much social experience. But on the spot, the workers on the spot sell the company's products, which is a kind of guarantee and care for customers. From this concept, we prefer people with social experience and life experience. They can help others better, design care plans, and help to promote our company's ideas. Wen Xue: Different stages of development have different recruitment objectives. As the company is in the preparatory stage, we hope to recruit not only people with social experience, but also people with life insurance business experience, so the fresh graduates at this stage are not our main recruitment targets. To enter this industry, every company must recruit some talents in the industry. But if you want to continue to operate, you must contribute to the life insurance industry and train talents for the company. You need to recruit people who have no social experience, such as fresh graduates. Xu Zhelang: I don't recommend graduates to work in the insurance industry. The back office may be better, and the field is very hard. In contrast, people with certain social background and experience will be easier to face. The employment failure rate of recent graduates in the insurance industry is high. If you go to work in the insurance industry directly after graduation, graduates will be easily injured and will never step into this industry again after being injured. This is a waste and overdraft of talents. Insurance companies have social responsibilities. We should protect graduates from harm and let them come and go carefully. Of course, if the fresh graduate has a very strong will and a very strong ambition, we will welcome him to join the company. Yang li Ping: Many of our positions do not exclude fresh graduates, especially marketing management positions. However, we don't approve of fresh graduates engaging in insurance marketing, because it requires practitioners to have better psychological quality, adaptability and social experience. I'm afraid the fresh graduates can't stand this test. In addition, fresh graduates need to undergo long-term training in the company before they can take up their posts, but the needs of customers can't wait. Our demand for fresh graduates is mainly in some professional positions, such as underwriting, salary, or as a reserve of management talents. Topic 3: How to deal with the poaching war? Local established companies and newly-entered joint ventures are both partners and competitors. In the competitive relationship, the new company has to face the problem of retaining people. Why is this happening? Is it because the existing talent stock in the insurance industry is too small to be cultivated urgently, or is it because domestic insurance companies have no favorable measures to retain people compared with foreign countries when they are faced with poaching? Wen Xue: The most fundamental reason is that there are few outstanding talents in the insurance industry. China's insurance industry has only developed for more than ten years, and its own talent pool is less. China's public awareness of life insurance is still in the process of gradual improvement. Life insurance actually sells an intangible product and promise, so the insurance industry has higher requirements for talents. China Life Insurance, China Ping An, Xinhua and Taikang have all trained a number of outstanding talents. Many Chinese and foreign companies that entered last year, including those that entered this year, are trying to attract talents, which will definitely lead to fierce competition for talents. (Huang Huajing: At this stage, including the next few years, the normal flow of some talents in the insurance industry is reasonable. Although we are a new company, we are already facing the problem of retaining people. The focus of our work this year is how to retain the talents we managed to recruit. We keep people in two ways. In finance, we hope to provide employees with an internal fair and external competitive salary and welfare system. In the non-financial aspect, we hope that employees are really willing to grow and develop with the company, and regard this as a part of their lives, not just a job. The average age of employees in our company is only 28 years old, and people in this age group pay more attention to future development and promotion. We will give them more investment, including training and personal development. What are the successful experiences of local established insurance companies in retaining talents? Roewe: Digging people does exist, but the real core talents can't be dug away. Pacific Life has been preparing for this for a long time, so our real core talents are stable. Our company mainly relies on corporate culture construction and employee career planning to improve core competitiveness and enhance cohesion, so that everyone feels that Pacific culture is really suitable for their career development needs, so that he will always be willing to serve in this company. Liu Qing: "Having known each other for many years is worth entrusting", which is our commitment to society and employees. Established life insurance companies did consider how to retain talents a few years ago. We have a series of things in talent training channels, performance management, talent training and corporate culture construction to cultivate and enhance everyone's cohesion and centripetal force, which also gives employees a sense of stability. At present, insurance companies have a great demand for talents, but few people really meet the requirements. If this contradiction is not resolved, will the final result only be that the phenomenon of poaching between insurance companies will become more intense? Huang Huajing: I've been digging. It doesn't mean much. At present, we are solving the problem of talent shortage from two aspects. In other places, the phenomenon of poaching is serious in many companies. Our company strictly abides by and implements the principle of "only recruiting people without life insurance experience" when recruiting, and has invested heavily in training new employees. On the other hand, we hope to recruit some people with overseas experience and parachute them into our management. We have also formulated a strict training plan or succession plan for the management.

Further reading: How to buy insurance, which is good, and teach you how to avoid these "pits" of insurance.