April 19, 2021

This paid piece is sponsored by Marsh & McLennan Agency.

From the state of workplace settings, employment rates and an unstable economy, a global pandemic did not bring workers an average year.

Though many cities across the nation have faced record-high unemployment rates and business closures, Sioux Falls’ ability to remain resilient in an uncertain market has shown the city can overcome challenges and adapt swiftly.

Even when the local market remains sturdy, how do businesses face the challenge of recruiting and retaining talent in a town with an overall low unemployment rate?

Marsh & McLennan Agency, or MMA, has started to look at recruiting differently to give potential employees more freedom in a competitive workforce.

“Recruiting and retaining talent has evolved the last few years drastically,” said Sarah Hector, MMA senior regional recruiter. “Pre-pandemic times, when the job market was so robust, my team and I focused on looking for individuals with experience, grit to succeed and knowledge of the industry. Though the market has changed, we can still acknowledge that good talent is competitive and hard to come by, which is why we continue to focus on recruitment.”

MMA has refined its recruiting and retention roles as the labor market has evolved. These efforts include emphasizing diversity, equity and inclusion education, offering expanded employee benefits, prioritizing career development and creating MMA University — an internal education platform that houses thousands of learning modules, ranging from insurance technical skill-building, supervisor/leadership development to graphic design and everything in between.

“We’ve realized that people want more resources, knowledge and opportunities when it comes to their career,” HR director Jamie Baker said. “By being a company that offers benefits such as volunteer time off, matched donations to nonprofits, educational resources, I think employees are attracted to the support and resources we are willing to provide.”

Sioux Falls’ opportunity-filled market brings the challenge of recruiting talent while competing with different agencies. One of MMA’s client executives, Sherida Hemelstrand, came to the agency after being enticed by the business solutions and career opportunities MMA offers.

“After a time working for a different agency in Sioux Falls, it was clear that I was in a position where I was hungry for access to resources not offered by my current employer — so I was actively watching for openings at MMA,” Hemelstrand said.

“After I started at MMA, the empowerment and trust that was offered to me out of the gate was shocking — there were so many colleagues that offered a sense of collaboration and verifiable effort to be solution-oriented. I came to MMA for the opportunity, and that’s met with the freedom leadership gave me to carve my path.”

Beyond creating opportunities, developing a skilled workforce includes staying connected with schools, community leaders, career counselors and social media. Though traditional job postings are still important, being proactive in creating name recognition reaches far into the job market.

“MMA has expanded the way we post a role, so it reaches more people,” Baker said. “We want to reach a larger audience to ensure we are not just hiring to fill a role but hiring someone with a diverse background, fits within our culture, is committed to being a team player and will represent MMA well.”

Being a part of the community allows taking advantage of other opportunities such as referrals, internships and partnerships with local organizations.

“Working with Sioux Falls has given me that ultimate small-town feel partnered with a big-city economy,” Hector said. “Being able to call upon the community, local leaders and professional insurance groups to help us find a fit for our organization has been important as we continue to grow in the Dakotas.”

Lastly, supporting and attracting a skilled workforce means shifting with the times and adapting to how it shapes — keeping up with trends such as flexibility, having a diverse, equitable and inclusive workplace, life/work balance and career pathing.

“We give due diligence to opportunities we know will make a difference to potential employees,” Hector said. “For example, we always knew that working remotely was an emerging trend, but the pandemic threw it to the top of what people are expecting. People want freedom and flexibility to carve their path, whether in the office or on the road, especially after experiencing flexibility this last year.”

In a low-unemployment economy, competition among employers becomes fierce. Adapting to potential employees’ wants is crucial — if not, companies run the risk of struggling to find talent and lose current employees for other opportunities. Flexibility, a comprehensive benefit package and adaptability are going to set a business apart.

“I came to MMA to make a difference, and at the core of what I do and who I am at the point in my career, that’s paramount,” Hemelstrand said.

“My life energy centers on feeling like I am succeeding and delivering in everything I do — and at MMA, I found the tools to do that and believe I can be the most impactful and useful colleague I am capable of being.”

Interesting in working for MMA? Find out more here or contact Jamie Baker at Jamie.Baker@MarshMMA.