Today's work environment has shifted significantly, and employers are faced with a pressing need to offer both remote and hybrid working styles to accommodate workforce needs as well as attract top talent. As part of the AAIS Webinar Series, AAIS hosted a virtual presentation on May 4, 2023, featuring AAIS Partners WSRB/BuidingMetrix, Inc. and WAHVE. Moderated by AAIS Director of Marketing and Communications, John Greene, the presentation explored what it takes to acquire talent as well as manage them successfully within these new working parameters. Panelists Karl Newman, CEO of WSRB/BuildingMetrix, Inc., and Rick Morgan, Chief Marketing Officer of WAHVE, discussed what type of working environment current job seekers are looking for, how employers can recruit talent that fits this model, onboarding best practices, and ways to lead and motivate a virtual team successfully.
AAIS recently spoke with Rick Morgan, Chief Marketing Officer of WAHVE (Work at Home Vintage Experts), a unique contract staffing talent solution serving the insurance industry, for a discussion about acquiring and onboarding talent in a virtual world. We asked him about the needs of today’s employers vs. employees, remote onboarding formalities, recruiting tips, and more.
AAIS recently spoke with Karl Newman, President & CEO of WSRB and its wholly owned subsidiary, BuildingMetrix, Inc. We asked him for tips on leading a remote workforce. He also gave insight into maintaining company culture and organizational effectiveness in a virtual environment.
Imagine this: You’re working from home, like many others during the COVID-19 pandemic. Your children are also home, remote learning. One of your kids falls prey to malware, infecting your entire network with a virus. Your at-home business’s website is shut down for eight hours. You sigh a breath of relief, thankful that your insurance will cover the costs… or does it?
At AAIS, we’re continually refining our industry-leading products to better serve our Members, developing new products to respond to a quickly changing industry, and building new processes to deliver the best-in-class service and support our Members have come to expect.
COVID-19 has caused an abundance of challenges for businesses everywhere. With protective restrictions, nonessential businesses were forced to send employees home and, in many cases, shut down due to the threat of the rapidly spreading virus. These businesses deemed "nonessential," however, are essential to the livelihoods of many, leaving businesses in a state of panic. How were they to continue when they couldn't remain open? Many businesses that could feasibly function as a remote workforce have attempted the transition, and as COVID-19's threats persist, many schools have made the decision as well.
If you ask anyone working in insurance how they got into the field, they'll tell you two things: that they didn't grow up wanting to be in insurance and that they "fell into it."
After evaluating your organizational structure and asking essential questions about the need to establish a more remote workforce, it’s time to think about the big question… How are you going to effectively hire, attract, onboard and keep people in this remote environment? According to Sharon Emek, Ph.D., CIC, and founder and CEO of Work At Home Vintage Experts (WAHVE), once your hiring strategy and recruiting process is in place, you’ll want to turn to applicant selection, interviews, and onboarding.
COVID-19 has caused an abundance of challenges for businesses everywhere. With protective restrictions, unessential businesses were forced to send employees home and, in many cases, shut down due to the threat of the rapidly spreading virus. These businesses deemed "unessential," however, are essential to the livelihoods of many, leaving businesses in a state of panic. How were they to continue business when they couldn't remain open? Many businesses that could feasibly function as a remote workforce have attempted the transition, and as COVID-19's threats persist, many schools have made the decision as well.