One of the hardest challenges an agency owner faces is recruiting and hiring staff. This is especially true for new insurance agencies. But, finding qualified individuals to join your staff is crucial to the success of your agency.
Here are a few recruitment ideas to help you staff your new independent insurance agency.
Reach out to other agents, carrier reps, clients and other people in your community. Let them know you are seeking qualified individuals to fill a position. Some of my agency’s best employees have been referrals.
If you are not using LinkedIn for recruiting, you should start today. It is a great way to search for employees and review their employment information. To post a job listing on LinkedIn, you must have a LinkedIn company page.
Internships can be a great benefit to intern and employer. Work with local community colleges, universities, and high schools. They’re a great resource to help you create an internship for your agency. And, they can also help you find interns.
Another great resource is IIABA’s InVest program. InVest is a national program that works to educate high school and college students on insurance. It also encourages them to pursue careers in the industry.
Create a video introducing your agency to potential employees. It’s a great way to show off the culture you’re building and what your goals are. If you’ve got the office space already, you can show that too. Post the video on your job posting, website’s career page and YouTube channel.
- Career Page
Create an engaging career page on your insurance agency website. Make sure it tells candidates about your agency and existing opportunities. This information is what job seekers will want to know from your website. If you have a recruiting video, this is the page where you want to embed the video.
Finding potential employees is only part of the process in staffing your new agency. You’ll need to provide specific outlines on your expectations from employees.
Here is a list of items you’ll need for new employees so they know what you expect from them.
- Job Description
Each position in your agency should have a specific and well-defined job description.Providing an overview of the job will not only help you as the agency owner. It will also help the applicant determine if the position is the right fit for them.
- Employment Agreement
Most insurance agency employment agreements cover topics such as length of contract, termination, non-compete, piracy, compensation and other related topics. Having an employment agreement is essential to every agency. It helps make sure employer and employee are complying with the terms of the agreement.
- Employee Manual
Employee manuals are also another part of setting expectations and guidelines for your agency staff. Most employee manuals cover topics such as dress code, vacation policies, paid time off, disciplinary action items, and other agency policy and procedures. Look for next month’s blog post to read more about creating an employee manual.
Potential employees may inquire about benefits your agency provides. Having an outline of these benefits will help the hiring process.
- Potential for Advancement
Provide an outline for advancement opportunities within your agency. Many candidates will want to know if they’re going to be stuck in the same job or if there is a potential for advancement. Create an outline for how you envision that working at your new agency.
- Employment Assessments
In the insurance industry, it is common practice to use the Caliper Employment Assessment Solutions. It can help determine if an individual is suited for a particular position. Testing a potential employee will give you an idea for how that person might perform in a particular position.
No matter how good you are, you can’t run a growing, successful agency by yourself. Finding quality people to join your team can make a huge difference. Use these ideas to create a team of successful agents.
Got a question about starting an agency you’d like us to answer in a future post? Leave it in the comments below.
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