A pipeline of insurance leads is essential for your business. Having too many, however, can cause you to miss opportunities with potential clients. If you can’t keep up with leads, it could be time to hire another insurance agent.
Recruiting insurance agents is more than finding the right person to close deals. You also need to know if the agent is a good fit for your team. Check out these tips for finding new agents and attracting the best talent for your agency.
If you’re looking to add entry-level insurance agents to your team, your local university could be a great resource. Recent (or soon-to-be) graduates likely won’t have extensive sales experience. However, their college experience often gives them the necessary skills to be successful agents.
There are several options for recruiting insurance agents from universities. Most schools have a career office that helps connect students with potential work opportunities. You could also contact professors or department heads to directly connect with students.
For example, you could reach out to professors who teach risk management or sales to let them know you’re looking for new agents. They may have students who would be a great fit for your team.
Referrals aren’t only for finding new business leads. You can also use referrals to find and recruit new agents for your team. Start by asking your current team of agents or support staff for referrals. Many of your team members probably have contacts within the insurance industry.
They may have a colleague from a previous employer who is looking for new opportunities. Or, perhaps they know a successful insurance agent who would like to switch from personal to commercial insurance lines. You can use referral rewards as a way to encourage and thank your agents.
Find qualified insurance agents for your team on LinkedIn and Twitter. The strategy to recruit agents on social media varies by platform.
LinkedIn is set up to help businesses find, attract, and retain top talent. You can use job listings and recruiting features to connect with agents looking for work. You might also consider connecting with professional recruiters who may have qualified candidates in their client pool.
Your Twitter recruiting strategy will involve using relevant hashtags in your posts to get in front of the right people. Follow key influencers in the industry and maybe get them to retweet your posts to their audience.
Job boards remain one of the easiest ways to connect with potential hires. Online job boards let you market your role to people in your local area or across the country. Indeed is a popular job board with over 250 million visitors per month.
Use these tips to find candidates on Indeed and similar job boards:
Setting up a booth or hosting a job fair can help you connect with several candidates in a short amount of time. You’ll want to pick the fair based on the needs of your agency.
For example, you don’t want to attend a job fair at a university or high school if you’re looking for agents with at least 10 years of experience. On the other hand, an insurance-specific job fair or networking event would be a better option.
Research what fairs you want to attend and make a plan for the day, so you can talk with as many candidates as possible. Take notes on each potential agent, like their strengths and relevant experience.
Insurance requires strong sales skills. Even if someone doesn’t have insurance experience, a sales background is a signal of their potential success as an agent.
When looking at resumes of potential candidates, keep an eye out for sales experience. You can further assess their sales skills during the interview phase. Ask them about their sales experience with questions such as:
Fast, consistent communication is an essential part of the insurance sales and customer service processes. Successful insurance agents know they need to respond to leads quickly for their best chance of securing a sale.
You can start to gauge a candidate’s communication skills before you even start the interview process. Be aware of how quickly a candidate responds to you. For example, someone who always answers your phone calls or responds to emails promptly may be well-suited for the role.
Selling insurance doesn’t always go smoothly. Commercial insurance policies can be a large expense for small businesses, and they may not want to commit. As an agent, your ideal candidates need to be able to anticipate issues and solve any problems as they arise.
Assessments are an effective way to see someone’s problem-solving skills. For instance, you could set up a mock sales call or meeting with the candidate. Develop a few objections to their sales pitch. That way, you can see how they respond to problems or obstacles. And more importantly, it can show you how they overcome them.
Insurance agents often don’t have a consistent schedule. You never know how a day will go before it starts. Your candidate should have good time management skills to deal with the busy and not-so-busy times as an agent.
You can get an idea of candidates’ time management skills in an interview. Ask them how they stay on top of tasks and prioritize projects.
Successful experience in insurance sales or another industry is one of the best indicators that your candidate is a good fit for your insurance agency.
Start with a candidate’s resume. They should use quantitative figures to describe their sales experience. For example, an agent might list the percentage increase in their sales year-over-year.
Follow up on these successes in your interview. Ask your candidate to elaborate on their goals in previous positions. How did they set their goals and meet them? Did they exceed any goals?
Having the right agents on your team can help secure new sales. When recruiting insurance agents, focus on the location and qualities of the candidates.