Recruiting Success: Rapid Delivery through the Power of Partnerships
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Recruiting Success: Rapid Delivery through the Power of Partnerships
Stephen Brotz, CLU, LUTCF
Manager Field Technology
Guardian Life Insurance Company
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Project Team
Guardian• Field Partners
• Four Agencies
• Business• Two people
• IT• Three people
EZ-Data• Michael Grubb/Leon Babakhanian• Tony Luong• Morgan Underwood, Dilip Sontakey
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Where We Came From
SmartOffice Online 2.2• March 2002
SmartOffice Online 3.0• September 2003
SmartOffice Online 5.1• ASP version supporting SmartRecruiting
• Until March 2007• Migration to Guardian Current version
complete
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Going In
New Agencies to be enrolled
New management/staff to be enrolled
New Business partners to be enrolled• Training
• Online training matched version• Webex solution
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SmartRecruitingOn Time, On Target
ProductionMay 15, 2006ProductionMay 15, 2006
Initial Presentation December 14, 2005
Business Approval January 16, 2006
Initial Presentation December 14, 2005
Business Approval January 16, 2006
PilotApril 2006PilotApril 2006
Migration StartJanuary 2007Migration StartJanuary 2007
Wave 2February 2007Wave 2February 2007
Migration Complete March 2007
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Pilot - SmartRecruiting
Home Office Defined Process Installed• Five locations• No pilot Agency adopted HO process
• Entrepreneurial by nature• Entrepreneurs crave control
Good News• System able to support locally defined
process• 1-FR• Tremendous endorsement
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Implementation Strategy
Based on Business goal• Positive recruiting numbers
• Provide organization capability• Reporting capability
Less is more• Most licensees' new to SmartOffice
• Restrict choices• Choice is a hallmark of capitalism, and most of us would agree
that having too many choices is far better than having no choices. A growing body of research, though, shows Americans have become so besieged by choices that many feel paralyzed and confused*.
*Sandra Block, USA TODAY
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More on “too many choices”• Study involving Columbia University Business
School, and Stanford University, demonstrated the downside of excessive choice.
• The study showed that when given the option of choosing among smaller and larger assortment, more interest is shown in the larger assortment.
• However, when it comes time to pick just one, people are 10 times more likely to take action if they choose among six rather than among 24.
Implementation Strategy
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Pilot - SmartRecruiting
Pilot Deployment• Occurred due to an “Ah Ha” moment
We made it difficult to love
• Feature rich • Confusing
• Benefit laden • Difficult to learn
• Robust • Slow
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Pilot - SmartRecruiting
Pilot Deployment• Occurred due to an “Ah Ha” moment
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All Things Considered
Initial Presentation December 14, 2005
Business Approval January 16, 2006
PilotApril 2006
ProductionMay 15, 2006
Migration StartJanuary 2007
Migration Complete March 2007
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All Things Considered
Initial Presentation December 14, 2005
Business Approval January 16, 2006
PilotApril 2006
ProductionMay 15, 2006
Migration StartJanuary 2007
Migration Complete March 2007
Guardian Project Manager Change
CPC 2006
EZ-Data SR PM Change September
EZ-Data PM Change May
Recruiting Process Refinement
SmartOffice 5.1 Introduced October 30
LaserApp Introduced
Lotus Notes Calendar/Contact
Sync5.1 in QA June 22
New Infrastructure Created
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Pieces Everywhere
Activity Management
Contact Management
Recruit Management
Report Management
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Pieces Everywhere
Activity Management
Contact Management
Recruit Management
Report Management
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Consolidated View
Activity Management
Contact Management
Recruit Management
Report Management
Activity Management
Contact Management
Report Management
Recruit Management
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Recruiting Report Capability
Dynamic Reports• 20 in the “Recruitment Tracking” Family
Excel Report• Template based
SHOW THE BENEFIT
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Age in Stage – By Recruiter
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Drill Down
Simple to use
Powerful
Organized
Concise
Easy to spot trouble areas
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Loss Report
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Sourcing
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Not Recruiting Related, But…..
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Not Recruiting Related, But…..
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Lessons Learned
Less is moreFlexibility is key• Agencies own the process
• 6, 7, or more stages• Terminology
• Fact finder• Discovery• CFQ
Declare and Own Status• Potential Candidate = Suspect• Candidate = In process• PreContract = Brokerage contract• Hired/Contracted = FR contract in place
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Stages Most Important
Declare and Own Status
• Potential Candidate = Suspect
• Candidate = In Process
• PreContract = Brokerage Contract
• Hired/Contracted = FR contract in place
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Lessons Learned
Some required information• Manage deliverables
• Projected hire date
Process will be refined• Challenge point
Expect some fall out
Lay the foundation for the next step;• Big Picture
• How we will get there
• Challenge – Push instead of pull
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Next Up
Winter Upgrade• Targeted May Live Date
Reviewing Suitability• SmartView For Advisor• Micro Browser• Additional Data Feeds
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Recruiting Success: Rapid Delivery through the Power of Partnerships
Stephen Brotz, CLU, LUTCF
Manager Field Technology
Guardian Life Insurance Company