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.
Now is a great time to re-evaluate current job openings, as well as plan recruiting strategies going forward.
It’s beginning to look a lot like Q4!
Identify. Attract. Retain.
Signing bonuses are a useful recruiting tool in so many business sectors. Why not try it in insurance?
If you’re guilty of some or all of these points, you need more structure.
Wooing candidates may get them in the door for a conversation, but simple acts of kindness are what push them over the threshold.
At the end of the day when you stop focusing just on, ‘I need to find a candidate,’ its easy to see how agencies achieve their goals or get off track.
A fully engaged workforce sees financial wellbeing as equally important as physical wellbeing.
An engaged process will help you find the right candidates as quickly as possible.
Bad dad jokes will never truly get me in trouble, but your company faces significant risk based on questions being asked.
The revelation I’ve come to over the past month is that the financial examples have been in front of us the whole time. It’s all in the eye of the beholder; that person being your prospective candidate.
As you make hiring plans for 2020, ponder the comments I hear agencies make about producer recruiting.
The impact of compensation on recruiting has been an evolving discussion.
Temporary staff and work from home positions are becoming increasingly more popular as companies and brokers navigate the unique circumstances of their market.
Delays affect thousands of professionals in different ways.
You can’t find the people you want. What’s missing?
Staffing can be as maddening as wedding dress shopping. For insurance agencies the one role that seems to be an ongoing issue is commercial service.
Hiring faster does not mean you make a rash decision. Desperation is the worst type of hire.
For many years insurance agencies have targeted producers that can build a vertical market within a particular niche.
I’m assisting an insurance company in the Northeast with a Division Director project.
As you set goals and agendas for hiring in the new year, we wanted to provide a cheat sheet as a guideline of what is trending in the coming year.
I’m always really surprised that given the difficulty insurance agencies face hiring CSRs and Account Managers that more don’t utilize contract employees.
Q4: A Love/Hate Season for Insurance Agencies to Recruit
I may be dating myself here, but how many of you remember the infamous scene in Glengarry Glen Ross when Alec Baldwin talks about ABC standing for Always. Be. Closing.
Pay attention if you want to stay ahead of the curve.
More and more states are passing legislation making it unlawful for companies to request pay history from a candidate.
It always strikes me curious about how people react to their team’s draft choices in the NFL.
Get Healthy/Get Fit is the top New Year’s Resolution for 2017.
I’ve fielded more questions about competitive benefits in the last eight months than over the past three years combined.
I had a conversation with an insurance agency today about their interviews for account management openings.
It may seem like a simple idea, but it is so often mishandled – how to greet a candidate coming into your office for a face-to-fact job interview.
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