An engaged process will help you find the right candidates as quickly as possible.
More insurance organizations than not have trouble applying DE&I strategies on a daily basis. Because my expertise is in recruiting, I see an opportunity for insurance organizations to do a better job practicing these principles in the hiring process.
Selling a college graduate on an insurance career is a totally different pitch than recruiting an experienced industry professional
I think the convergence of two trends — the mass retirement exodus and COVID-19 pandemic layoffs — offer an opportunity to tap into a new type of talent pool.
Small markets pose a unique challenge for agencies looking to grow. You have more options than just the “born and bred” hometown producer, including newbies, out-of-industry converts, and returning home stories.
Job offers are the perfect time to set your organization apart. Client service, sales and executive insurance professionals all look for something a little different.
Just like selling a home, getting your agency’s house “market ready” is equally as necessary to ensure a successful hire.
These four positions gained momentum last year. If they didn’t hit your radar screen then, I can promise you’ll hear about them in 2021.
Prior to 2020, I sensed most agencies were simply trying to construct a plan. Now their goal is to design a meaningful plan that impacts their business on a daily basis.
If you utter any of these three phrases, the candidate interprets the exact opposite intent. Producers believe you’re not really looking to hire a salesperson, and they are immediately disinterested.