Formulated a list of recommendations that we felt were the most beneficial to implement at Selective Insurance to recruit more college graduates to both the company as well as the industry as a whole. We sent out surveys to the "Generation Y" demographic both inside and outside of the company and analyzed the data that came back, and we gathered information about the industry as a whole including salary information. My team consisted of six interns, including myself, and out of these six I was one of two who had the privilege to present our recommendations in a 15 minute presentation in the auditorium to many senior executives, employees, and our stakeholders in Human Resources.

1. Confidential and Proprietary
Recruiting College Graduates
Ray Farinella, Kristen Carter, Greg Hargrave, Ali Yeager, Emily Blanco, Justin Kell
Business Owner: Maryanne Spatola
Project Advisors: Laura Bloxham, Heather Drew, Andrew Becker, Ernie Pastor

2. Confidential and Proprietary
Agenda
• Challenges
• Industry Information
• On Campus Opportunities
• Online Opportunities
• Final Recommendations
• Questions

3. Confidential and Proprietary
Challenges
• Making the insurance industry a more attractive career option for
recent college graduates
• Recruiting recent college graduates to Selective’s corporate office
– Out of 921 employees in the corporate office, 26 are under the age of 25

4. Confidential and Proprietary
5%
95%
Yes
No
Thinking About a Career in Insurance?
Source: Recruiting College Graduates Survey Results n=41

5. Confidential and Proprietary
Insurance Industry Career
Opportunities
• Increase in job opportunities industry-wide
– Expected shortfall of insurance professionals of 400,000 people within the
next six years
• Insurance industry is among the top five highest starting salaries for
recent college graduates
Sources: PropertyCasualty 360, National Association of Colleges and Employers

6. Confidential and Proprietary
Selective Selling Points
• Increasing employment opportunities
– 50% of Selective employees will become eligible for retirement in the
next five years
– In the past few months, 80 to 100 open positions
• Competitive pay and benefits package for starting employees
• Company culture
– 74% of previous interns who are now
employed stated company culture was
a reason for taking a job with Selective
Source: Recruiting College Graduates Survey Results n=19

7. Confidential and Proprietary
Top Career Searching Mediums
Source: Recruiting College Graduates Survey Results n=41
10%
28%
38%
45%
45%
45%
45%
45%
Newspaper
Campus Website
Word of Mouth
Online Job Board
Company Website
Social Media
On Campus Advertising
Campus Job Fairs

8. Confidential and Proprietary
On Campus Opportunities
• College networking recommendations
– Participate in college career fairs
o 65% of undergraduates find career fairs worthwhile
– Hold mock interviews
– Engage with business fraternities
– Attend alumni events
o Networking
o Speakers
Source: National Association of Colleges and Employers

9. Confidential and Proprietary
Current College Recruiting

10. Confidential and Proprietary
New Jersey
Colleges
155,056 total undergraduates
87% are NJ residents
• 16 new opportunities
– Rider University
– Rowan University
– Stevens Institute of
Technology
– Rutgers University (all)
– Seton Hall College
– Stockton College
– TCNJ
– William Paterson University
– Caldwell College
– Centenary College
– Fairleigh Dickinson
University
– Montclair University
– Monmouth University
– NJIT
– Princeton
– Ramapo College
Source: collegeboard.edu

11. Confidential and Proprietary
Online Opportunities
• Renovate Selective’s current website
– College career page
• Utilize college career sites
– Job postings
– Student e-blasts
• Integrate social recruiting
– Social recruiting software

12. Confidential and Proprietary
Competitors’ Sites
• Recent graduate career page
• College recruitment schedules
• List of programs and training
opportunities
• Interactive degree matching tool
• Department overview videos

13. Confidential and Proprietary
Competitors’ Sites
Source: http://amicajobs.silkroad.com/

14. Confidential and Proprietary
Competitors’ Sites
Source: https://www.travelers.com

15. Confidential and Proprietary
Competitors’ Sites
Source: http://therightfit-test.s3-website-us-east-1.amazonaws.com/

16. Confidential and Proprietary
Definition of Social Recruiting
“The effective use of social media networks by employers/recruiters to
attract, source, engage with and hire candidates.” -Segun Akiode,The Punch
• Social Recruiting – 3 Parts:
― Using social media tools as part of recruiting
― Building a community of potential candidates
― Engaging with candidates as people not numbers
Source: The Punch, Jobvite

17. Confidential and Proprietary
Social Recruiting Benefits
• Utilizes business tools with
tracking metrics
– Jobvite
• Expands company awareness
• Exploits current employee
networks
– Employee referrals

18. Confidential and Proprietary
Social Media Traffic by Age
Demographic
Source: Quantcast
27%
24%
18%
13%
11%
7%
17%
22% 22%
17%
13%
9%
6%
9%
22%
24%
22%
17%
0%
5%
10%
15%
20%
25%
30%
<18 18-24 25-34 35-44 45-54 55>
Facebook Twitter LinkedIn

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Social Recruiting Software
• Jobvite
– Candidate databases
– Automated communication
– Employee network access
– Social recruiting tracking
o Customizable reports
Source: Jobvite.com

20. Confidential and Proprietary
Final Recommendations
• Increase awareness of Selective
– Develop relationships with more NJ colleges
– Utilize current employees
• Increase direct on campus networking opportunities
• Increase online presence
– Create college career page on Selective’s website
– Investigate social recruiting capabilities of
Facebook and Twitter
– Implement social recruiting software
o i.e. Jobvite

21. Confidential and Proprietary
Questions