About this Module
In order to improve the likelihood that an employer's decision to hire Second Chance candidates does not have a punitive effect on insurance placement and pricing, it's incumbent upon the broker to properly articulate both the business case behind the decision and the infrastructure that exists, to manage the exposures an insurance provider would intuitively assign to the organization. Data exists to support the merits of Second Chance employment practices. The key is to impress upon the insurance professionals that the decision to be a Second Chance employer is a thoughtful one and is supported by both objective data and a strategic approach. Seek out this supportive data from the many organizations that embrace the Second Chance concept and insist that any team of insurance professionals leverage this information with your service providers.
Bringing the leadership of an organization that's made the strategic decision to employ people with backgrounds together with the team responsible for providing insurance product support can have a tremendous impact on the end result of the underwriting process. The most effective way for an insurance provider to fully understand the business case and controls an employer has implemented to manage the Second Chance exposures, is to open the channels of communication and provide an environment where direct access between all parties can take place.
I think there’s always gonna be that element of concern for risk, is there are a few for people’s well-being, is there a risk? What’s the risk? Are they gonna get steel for my survey going to hurt somebody, are they gonna be or commit violent acts, those are I think very typical reactions, typical concerns but again if you approach it with an open mind, an open heart and really understand how to approach each heart as a whole, I think those issues are diminished whether dramatically, in fact I would say to you that individuals that are our second chance employees are no more risk than anyone than anyone that you would hire that don’t have criminal backgrounds.
I just don’t differentiate, I find no purpose in it, because I am not that curious about the past, again somebody needs to have some of the basic components to get their foot in the door, certainly. But after that, it’s so much more about what you can do for me now and frankly I am so certain that I have hired people in the past that have done maybe not the best of smartest things, but we don’t know about it, they never got caught, and I’ve also hired people that we thought are fantastic and most citizens who in the future did pretty terrible things. There’s just no way to differentiate around that personality, but what you differentiate is are they capable and able and interested in doing the job, and as long as I stay focused on that, the rest of it doesn’t matter.
An open and honest dialogue between the employer and the insurance brokerage is critical in all phases especially when it comes to second chance employment as a concept, because intuitively insurance community can be very conservative, bunch and you want to make sure your swaying those concerns with the inner writers, by articulating as a broker what the culture is of the organization and that people are making mindful hiring decisions and they are lining people skill sets with responsibilities that makes sense. I definitely wouldn’t say that extra insurances coverage are always call for when you’re a second chance employer, the assessment that the employer has to make is what responsibilities putting my second chance people in, and what exposures does that presents me as a company, meaning that if I’ve got customer-facing employees and backgrounds that might be something that I want to address, with insurance products or if their financial instruments that my employees that come into contact with, that might be a concern of mine, and our insurance products out there to address that concern, but more times than not, it’s just not something that has be dealt with insurance then point.
Consistency of onboarding process mean when you bring employees and they get employed, how are you going about identifying those people? How are you going about educating those people and what your culture is as an organization? How do you make it understood as a business owner what your expectations out of your employees? The insurance brokers community, it really relies of an information to properly articulate what you are at the company, what your values are at the company, and that when you bring employees, that there’s a certain standards by which they are going to be measured, you’d be delivering that consistently, and if the insurance broker understands what that process is, what that culture is, then they can articulate to the inner writing community, and make sure the best products and services are there procured for the business owner.
Types of processes and cultures that really impressed is that broker are, transparency, you know, you’re really having understood what the expectations are throughout the entire organization, it doesn’t matter what you do for the company, as long as you understand exactly what’s expected of you, and how you going to measured to what success means in the organization, that’s all I can ask for as a broker. I want to make sure that everyone that works there knows exactly what the expectations are and how I’m going to be graded, how I’ll be assessed and if that consistency is there, I could then take that to the market place as the broker and make sure that my inner writers understand the exact same thing and then they can assign product services, they’re in keeping with those guidelines in the gift credit in credence to a proper run organization where everyone knows what they stand.
We’ve worked with several employers that have second chance employment as a concept, and we have no issues in placing insurance products, equality pricing for those employers so long as they have a repeatable consistent structures, and that they understand how to properly manage people, again take second chance out of it, it’s about people management that’s about making sure you know who you’re hiring, what their backgrounds are, and that you’re lining their skill sets with responsibilities that are congruent, that makes sense, as long as you’re doing that, insurance community has no problem bracing second chance employers in providing quality services and quality products at reasonable pricing structures.
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