Five Lies Insurance Agencies Believe About Recruiting
As you read this list, I want you to think: Are these lies present in my firm? Am I part of the problem? Can I be part of the solution?
As you read this list, I want you to think: Are these lies present in my firm? Am I part of the problem? Can I be part of the solution?
There are so many answers to dissect recruiting problems that we often get lost in the abundance of information. I can simplify the answer for you.
If you want to retain new insurance producers, you need to rethink strategies for the first 90 days of employment.
You’re using a recruiter to help fill jobs, but warning bells are going off. If you have experienced any of the following signs, then you should find a new staffing partner.
While all sorts of factors are important to job seekers, the truth is if you offered the exact opposite work environment but awesome money you can still hire experienced talent.
The key is designing proformas to accomplish hiring success.
You do not want to make bad sales hires in the future. You want as close to a 100% guarantee as possible.
It’s beginning to look a lot like Q4!
Identify. Attract. Retain.
Offers are more than a letter. They are a process. Avoid a stumbling block with these tips!