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.
A recruiter value proposition means that they have a real understanding of you and your markets.
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.
Offers are more than a letter. They are a process. Avoid a stumbling block with these tips!
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.
I believe there’s a formula you can follow to vet relocation candidates. This, along with all your other interviewing resources, should give you confidence in the likelihood of a successful hire.
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.
Retained recruiting projects can provide significant benefits to the search process.
The first step is recognizing bad interview questions and the second step is fixing them.
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.
Great advice for your company!
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.
Your viewpoint has produced your history with recruiters. That future can change.
Delays affect thousands of professionals in different ways.
You can’t find the people you want. What’s missing?
Agencies carry a sizeable burden for developing the next generation of insurance professionals.
You expect candidates to do their homework before an interview……but what about yours?! Ensuring a successful interview starts with four easy steps.
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.
An elevator speech sets the tone for your entire recruiting process.
Interviewing is like dating. Working together is like getting married. That time between engagement and the altar is a scary moment of self-reflection for candidates.
It is common within the insurance industry for people to relocate for their next career opportunity.
What are opportunities for women in the insurance industry?
We don’t recommend the ‘one size fits all’ practice.
According to LinkedIn and CareerBuilder, in an ultra-competitive job market, you have four seconds to get a candidate’s attention.
Meet experienced professionals where they are and expand.
There over 19,000 staffing and recruiting firms in the United States.
Interviews from several producers that Capstone assisted in 2018.
Hiring faster does not mean you make a rash decision. Desperation is the worst type of hire.
Recruiting to fill senior positions due to retirement is a bit like starting a family.
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.
The conversation about soft benefits isn’t “what” but “why and when.”
What is the best way your agency can interview account managers when 50% of the workforce is comprised of Millennials and 25% are Baby Boomers?
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.
The best way to examine the root cause is through the lens of the candidate’s motivation.
We work with a broad spectrum of clients, from small agencies in rural areas to large national firms in the biggest cities.
Having a tough time finding candidates? Here’s what you should do.
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
Engagement is key to successful talent acquisition.
Your biggest obstacles are the bad habits hiring managers have adopted over the years.
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.
Any insurance agent can hang their own shingle, but the idea that we’re better together drives salespeople to work for larger insurance agencies.
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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