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Team 2: Action Learning Project

Across
Amica must maintain its strong ____ rates even though the flexible millennial generation tend to switch jobs quite often
10. Even though they aren’t an insurance company, ____ Rent-A-Car recruits on college campuses with a similar approach to Amica. Both companies seek out ‘soft skills’ in candidates.
Amica is seeking ____ individuals to match their own brand and contribute to the family-oriented corporate culture.
11. Our ideal candidate’s ____ system must first align with Amica’s company-wide core values: customer focus, ethics and value, and integrity and trust.
15. Our recruiting strategy should remain consistent with our mission statement: establishing personal ____ help to get to know candidates.
The stakeholders we interviewed discussed consistently about customer ____ experience when evaluating candidates.
____ is a competitor for some customers due to their strong customer service reputation, but they also recruit the same types of employees for similar training programs.
Down
12. Our ideal candidate should be enthusiastic about the ____ aspect of the job
An inevitable obstacle our recruiting team faces is overcoming insurance stigmas: insurance is often considered ____ stagnant, and sales-driven.
HR assists the hiring ____ in the branches in order to accept applications, conduct interviews, and ultimately hire a qualified candidate for a job.
The ____ ____ Program runs 3 times a year and produces associate Account Managers and Associate Adjusters. (two words)
The Future Leaders Internship currently accepts up to ____ participants per year.
One major strength in our recruiting strategy is our ability to focus on ____ skills. 13.
14. Companies use ____ as a recruiting tool. They provide candidates with an in-depth look at Amica’s corporate culture.