Case Analysis Of State Farm Insurance Companies

Submitted By dwoodward1971
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Pages: 5
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Determining Who and Why

State Farm Insurance Companies is a fortune 40 company with an AA++ rating that is the number 1 insurer of autos in the United States and Canada (State Farm, 2010). This premier company demonstrates extremely high standards in its selection and hiring of employees. State Farm utilizes a number of recruitment strategies in determining their hiring practices. The process that was chosen for this paper involves utilizing State Farm.com career website to determine current job openings. As a result, the position of Analyst - Agency Sales Integration was chosen to describe the selection and hiring process associated with State Farm (See Appendix C). According to the job description, State Farm takes great pride in delivering its quality pledge to its current and future employees. Our commitment to customers makes us the No. 1 insurer of cars and homes in the United States and an insurance leader in Canada.

This same commitment to our work force is how we got here and how we stay here. Our 90-year track record highlights State Farm as an employer of choice committed to providing career opportunities that last a lifetime.

From diverse backgrounds and talent, to meaningful work and comprehensive benefits, "Like a good neighbor..." isn't just a slogan. It's who we are and how we do business. To better understand the position that needs to be filled, concept maps were created using the job description. The first step of the process was to create a position needs assessment that is the baseline of the required elements of the position. This information was found in the job posting, in addition to working knowledge of one team member who is in management with State Farm and has filled numerous job openings in his tenure. This position needs assessment answers basic requirements of the position. This assessment relates State Farms expected competencies with the stated position details, job duties, performance standards and job factors.
BusinessDictionary.com defines each of these terms in detail (2011). Each of these components are found in the job description. State Farm utilizes the sections “WHAT ARE THE DUTIES AND RESPONSIBILITIES OF THIS POSITION?” and “WHAT KNOWLEDGE AND SKILLS ARE NEEDED TO BE SUCCESSFUL IN THIS POSITION?” to determine the skills that are needed and the competencies that are required to excel in the position and to create the position assessment and eventually the interview questions based on the competencies required.
Job descriptions should not be stale, but alive and the company must be willing to adapt and change as needed to fill the needs of both the company and employee (Heathfield, 2011). It is evident in reading the job description that State Farm expects excellence and the demands of the position are high. However, clearly identified in the job description are many benefits that are afforded to the employee such as competitive salary, bonus opportunity, and multiple non-monetary benefits such as insurance packages.
Recruitment is an important aspect of an organization requiring careful evaluation of need and talent necessary for the support of strategic goals. Important to all types and sizes of organizations, the recruitment and selection process analyzes abilities of individuals for determination of alignment with strategic business objectives. Recruitment and selection begins with job analysis and SWP(strategic workforce planning); tools which give organizations needed information on human resource requirements, specific job details, and job characteristics. Recruitment brings in a qualified pool of candidates who meet the requirements of planning, operations, and control of the organization. Once the pool of candidates has been chosen, the organization will move to the initial screening stage. The initial screening stage allows for a narrowing down of candidates through application review, interviewing, reference checks, and recommendations.
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