RPS President Joel Cavanes reflects on the qualities of a top insurance employer
Joel Caveness, President of Risk Placement Services (RPS) is proud to lead an organization where people enjoy their days and are optimistic about their future. This is a result of RPS’s strategy to nurture new talent and sustain the long-term development of its employees.
For its recent achievements in collaboration and creativity, RPS was named one of the insurance business usaTop Insurance Employers of 2023.
In this interview, Caveness shares the elements that have transformed RPS into a highly respected workplace.
,[S]Since the inception of RPS, our focus has always been on developing our talent. I compare it to the farming system [in baseball]system of [developing] young talent [so that] hopefully one day [they can] Get on the big field,” Caveness said.
One path toward this collective goal is the internship program, which welcomed 90 participants from across the United States in its latest edition. Trainees had the opportunity to work with other RPS staff during a nine-week “trial run”. After completing this phase of training, trainees will advance to an advanced program where they can learn various business functions such as sales and underwriting for two years.
Deliberate Training and Hiring Policies
Caveness stressed the importance of making RPS employees “more valuable than ever.” Advancement through education or in-house training qualifies them for full-time work in the fields in which they choose to specialize.
Cavness said that as far as selecting the right talent is concerned, RPS considers individuals, not their education, even as the company has been successful in hiring people with risk management degrees. . He believes that if the company hires people with a variety of competencies, it can always place them in the right roles.
What do young talents want in an employer?
Caveness said the priorities of prospective employees have changed significantly in recent years. The qualities they look for in a company include greater flexibility and the ability to work part-time or full-time remotely. This is why good fit matters.
,[W]When we look at candidates or candidates look at us, we need to have a clear picture of what they want, and what we are willing and able to provide,” he explained. “And I think it’s very important to match that. If they don’t match, there’s really no reason to proceed because expectations won’t align.
Meaning of healthy culture in RPS
Workplace culture – developed through DE&I approaches, community service, or events that bring people closer together – is central to employee happiness.
Cavanes said RPS maintains a healthy culture characterized by “a level of execution balanced with empathy and investment”, which enables people to clearly see the opportunities available to them. This culture also includes an element of charity, “giving back to our communities.”
Ultimately, a good workplace culture is not created by chance, but by the efforts of team members and the impact of their decisions, he explained.
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