Recruiting Tips for your Title Agency
Remote Edition

Attracting and retaining top talent has always been a problem for companies. A global pandemic has only further highlighted this.

In this article, we’ll go through some steps that you can take to improve and develop your remote hiring strategy.



Alison Maloney

Prior to becoming the CEO of SnapClose, Alison Maloney had a 20+ year career in executive recruitment. She successfully led searches for Hedge Funds, Family Offices, Investment Banks, and Private Equity Firms across portfolio management, research, trading, marketing, new business development and investment banking in New York, London, and Hong Kong. Before beginning her career in Executive Search, Alison worked for Bankers Trust in a relationship management role focused on asset managers, hedge funds, and large global investment managers. Alison received an MBA in Finance from Columbia University and graduated from Skidmore College with a BA in English.

Many of us have been forced to transition to a remote work setting and have been required to improve our technological processes, including the way we recruit.

As a result, the title insurance industry is being forced to adopt new tactics – right now, there’s no choice.

But, with the right plan, a successful remote hiring strategy is more than achievable.

In this article, we’ll go through some steps that you can take to improve and develop your remote hiring strategy.

Here are 8 Tips for Remote Hiring in the Title Insurance Industry: (In no particular order).


Improve Your Company Culture

According to a 2016 Glassdoor U.S. Site Survey, 70 percent of people look to reviews before they make career decisions.

Thanks to the internet, prior to even applying for a job, candidates can find everything positive or negative about a company. Make sure they have something good to find.

Create an environment for your current employees that fosters career growth and values diversity of ideas and experience. Particularly with COVID-19, if feasible, provide them opportunities for working remotely.

Remember, at the end of the day, happy employees become happy company ambassadors over the internet.


Establish a Process

Establish a game plan for hiring remotely to stay organized and shorten the hiring timeline.

To do this:

Designate an individual or hiring manager to oversee recruiting and then identify a hiring team that will help with the interview process.

During this process, you should create a database of resumes that includes notes from interviews, screening phone calls, and tests. Use tools like shared drives or applicant tracking software to help your team collaborate effectively.

Once you have the systems in place to correctly track applicants, you’ll need to create your job description. This should highlight your company’s culture and unique benefits. Remember to outline any specific skills, licenses, or degrees that are required for the role(s).

Also, consider including your employees in the interview process. This will give your employees a sense of accountability and connect them with the company’s overall goal.

Create a database of resumes that includes notes from interviews, screening, phone calls, and tests.


Create some skills tests

Some positions require skills that can be evaluated by creating assessments during the interview process.

For example, consider asking sales applicants to prepare a potential sales pitch if they were to be hired by your company.

For customer service roles, an interviewer could present the candidate with a list of potential customer questions and ask how they would respond.

You should require that each interviewer ask a standardized list of questions to every applicant in order to reduce bias.


Use your network

Communicate to your employees and make sure they are aware of any current and future hiring opportunities.

Your employees typically have underwriter connections that may be helpful in locating new talent – use this to your advantage.


Create an Employee Referral Program

Remember those happy company ambassadors?
82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI). (CareerBuilder)

When you use your own team to attract new talent, typically they will recommend people who would be a good cultural fit for your company. This reduces both time to hire and cost per hire.

When you’re creating an employee referral program, you’ll need to think of some incentives. You can incentivize your employees to participate by offering gift cards, paid time off or by providing a financial bonus.

82% of employers rated employee referrals above all other sources for generating the best return on investment


Consider Past Applicants

Typically, after a lengthy recruitment process, you find the perfect candidate. But sometimes, you find them twice. (Sourcr).
While that may have been an issue at the time, you now probably have a database of past applications that are suitable for current openings.

Email your current job description to those past candidates in your database. Past candidates are familiar with your company and may have newly acquired skills or gained the additional experience necessary for the position.


Post the Position Online

Job search engines or job board aggregators, like Indeed, “crawl” your careers page on your website to look for job postings. It’s important to clearly state the position, the location of the job, and the job description so that these “crawlers” can correctly display your positions on their site.

You should also consider posting your positions across social media. While LinkedIn is perhaps the most obvious choice, Facebook Groups in your area can also have dedicated groups for job seekers.

Post job openings where applicable for your unique business.

Note *Many Land Title Associations also offer job postings for members.


Sift through Online Resume Boards

There are a few options here. For Indeed, set up a resume alert on Indeed resume.

For LinkedIn, you’re able to research candidates – quite extensively. LinkedIn provides an advanced search capability for an additional charge – giving you access to search by job title and zip code.

It’s worth spending a few hours doing outreach to the candidates you find with the exact requirements for your open position.


Groom Your Own Talent/Build a Bench

Given the demographic of the typical title agent, you should consider training entry-level employees rather than always hiring experienced industry veterans.

Do you have a project that will only take a few months? A college intern can be a great resource for this type of project.

Consider training entry-level employees

Recruiting is going digital. From tracking candidates to collaborating in interviews. Failure to keep up with this trend will leave your company with a smaller applicant pool to choose from and lower quality candidates to hire.

We hope you enjoyed the article and that it has sparked some ideas about your own recruitment processes.