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One of the most important investments an agency can make is in developing new producers. There are various studies that illustrate how this investment can provide returns of 10 – 20 times. However, too few agencies actually make this investment. We are dedicating the next few posts to providing you with ideas to help your agency realize the benefit of this investment. This first post is dedicated to Recruiting.


This series will be focused on bringing talent from outside the industry (“grow your own”) and the first decision when hiring from outside the industry is what level of experience you desire. This can range from college graduates to highly effective sales professionals with 10+ years of experience. Don’t take this lightly; this decision will dramatically impact your recruiting efforts, training efforts, and pay-back period. The trade-off is fairly straight-forward: It costs more to attract experience, but your probability of success is higher. We recommend targeting experienced sales professionals with at least 2 – 5 years of b2b sales experience and have found this to be a manageable investment with nearly a 70% success rate.

One of the most challenging aspects of recruiting is finding qualified candidates. Once you have decided on the experience level you require, we strongly encourage you to engage a professional recruiting firm. Look for a firm that is versed in social media and has experience recruiting sales professionals. While it is not as important that the recruiter have insurance experience, they must be able to articulate the advantages of a sales career in insurance. Unfortunately, many sales professionals still associate insurance with the mom and pop insurance office “peddling” personal lines and life insurance to family and friends. Your recruiter must help you overcome this perception to provide you the opportunity to show them the truth.

Finally, treat this as you would any significant investment or prospective client; attracting the right producer candidate has elements of both. Consider which industry you might want this individual to focus on and look for someone that has a background that might provide an advantage in this niche. Think about why this individual that is having success in their current career should join your firm; what makes your agency a good opportunity for them? Be thoughtful about how you will compensate, incent, and ensure the sales tenacity you want. While it is true the best sales people have an inner drive that makes them successful, the habits they need  are still developing early in their career.

We welcome your questions, thoughts, and experiences as to recruiting for the next Star Producer. Or, please contact us if you would like to discuss your next generation.

Posted 8:36 AM

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