The Hartford

Name: Jen Fabrizio
Position: Talent Consultant
Education: Eastern Connecticut State University, Psychology
Location: Hartford, CT

How did you get your start at The Hartford?
I started 10 years ago in the property and casualty division, selling auto and homeowner’s insurance to AARP members. In 2003 I moved to human resources, where I’ve held a variety of positions, including a role in benefits, a role as a senior HR specialist, and most recently, college recruiter.

What do you enjoy most about your job?
Interacting with the candidates. College students have a fresh perspective and great energy. It is nice to work with early career professionals who are so determined to succeed.

What do you look for in entry-level employees?
We look for students that are well-rounded, meaning they have an excellent academic record, are involved in campus activities, are involved in the community, and are self starters. Our entry-level candidates often go into our leadership development programs, so we are looking for the next leader of the company.

Can you give an example of something a student or other applicant has done that really impressed you during the recruiting process?
I had a candidate that I had to decline for an internship opportunity, and I gave him feedback on why we declined him and what he could do to improve. He really took my advice, got involved on campus, sought out leadership roles, took on a different internship, and then applied for a full-time position at The Hartford a year later. He got the job, and is now very successful here. He listened to my advice and ran with it.

What “insider tips” do you have for anyone applying to your organization or interviewing?
Be honest all the time. Resumes and applications are a reflection of who you are; it is important to be truthful on these documents. Failure to do so can cause you to be discounted as a viable candidate for a job with that company.

Can you give us any sneak peaks into the typical interview? What kind of questions should candidates expect?
We use behavioral interviewing questions so candidates should be able to talk about past experiences and get across what sets them apart from others. They should always be thinking about situations they were in, how they reacted, and what the outcome was. Since students don’t have work experience, I tell them to think about class projects, extracurricular activities—there are many situations you can talk about that will provide good behavioral answers.

How should a candidate follow up after an interview at your organization?
Via email. Campus recruiters are on campus a lot and not checking their email until late at night, if you’re sending an email following up to check on status or to say thank you, it’s a lot easier to respond to than a phone call or handwritten note. We try to follow up quickly, and sending an email that we can reply to will expedite the process.

What is the biggest misconception people have about working there?
People think of The Hartford as just an insurance company, but we are a financial services company—we have a lot more to offer. You don’t need to know a lot about insurance to work here, you just need to know the basic fundamentals and we will teach you. Also, people think insurance is boring, but it’s not!