Florida Association of Insurance Agents

Chapter 8- Finding the Right Employee

1. Where do you FIND talent?   
   1. First, are you properly prepared?
      
      
      1. Complete, current job descriptions
      2. Proper, legal employment applications
      3. A full understanding of what you need
         
         
   2. See what's under your own nose
      
      
      1. Be sure you're fully utilizing the talents of your own staff
         1. Are your procedures efficient?  If you’re not operating at warp effectiveness, it may be time to reorganize how you do things before you hire more people to do them.
         2. Have you asked the people who already work there how to solve turnover problem (before they leave)?  Note that turnover is one of the most costly problems in business today.
         3. Are your people promoted to their highest level of competence?
            1. Is your staff fully trained (see B.1.a)?
            2. Is your staff bringing in new recruits?
            3. Do you reward staff for bringing new recruits?
            4. Are you the kind of agency employer that employees brag about to their friends?
      2. How does staff apply for different jobs in the agency?
         1. Without fear of retribution
         2. Using full application and interview procedures
         3. Test all skills
         4. Reject if needed, carefully.  Encourage motivation to succeed.  Offer career advancement training.
   3. College Campus Recruiting
      
      
      1. Use FAIA's Turnkey Recruiting Kit
         1. List of colleges in Florida
         2. Contact information about Career Days
         3. IIAA Brochure "What Do You Want to Be When You Grow Up."
         4. FL demographics about insurance as a career
      2. Be sure to use your own personal contacts at colleges (alumni)
      3. Make presentations to the school's clubs
         1. Fraternities
         2. Sororities
         3. Business clubs
      4. Look for opportunities with internships.
      5. Remember insurance is a hard sell as a career due to public misconception about the industry.
         
         
   4. Other Industries
      
      
      1. Recruit sales staff from industry you represent as an insurance specialist
      2. Find CSRs from (your competitor's) clients in the areas where you specialize.
      3. Networking is critical. You should be as active looking for new employees as you are looking for new clients.
         
         
   5. Employment agencies
      
      
      1. Check fees and “replacement” clauses.  Many agencies will replace someone they place with you, at no additional fee, if the first person doesn’t work out within a specified period of time.
      2. Set your procedure.
      3. They should have experience hiring sales people, not insurance people.
   6. Advertising
      1. Newspaper:  Use display ads, not classifieds.  Use language that markets the agency as a great place to work.
      2. Use the online vehicles like Monster.com or CareerBuilder.com.
   7. Your Association:
      1. InVEST graduates
      2. ACSR Legacy Scholarship graduates
      3. Web site resume posting service 
2. Sort out the candidates for the INTERVIEW:
   
   
   1. Don’t be fooled by insurance experience alone
      
      
      1. Hire smart, organized people with or without insurance background.
      2. Teach them insurance.
         
         
   2. Intangibles sales vs. hard goods:  It’s a different sell.  Look for the experience you need for the job.
      
      
   3. Carefully review cover letters.
      
      
      1. Cover letters are a reflection of commitment, professionalism and communication skills.
      2. Don't fall for glitz, read the use of words.
         
         
   4. In the resume, look for:
      
      
      1. Good grammar
      2. Clear concise writing style
      3. Scholastic experience
      4. Work experience
      5. Professional and civic affiliations (balance) 
3. The Interview
   
   
   1. Be prepared.
      
      
      1. Read all information about applicant in advance.
      2. Bring all paperwork about applicant and job description with you.
      3. Know what you are going to ask in advance.
      4. Be consistent, ask all applicants the same core of questions.
      5. Test all candidates on appropriate skills. 
         
         
   2. Meeting structure:
      
      
      1. Allow plenty of time (30-60 minutes).
      2. Do not allow interruptions or take calls.
      3. Have more than one person interview applicant.
      4. Never hire with fewer than 3 interviews (a.m., p.m., over a meal).
         
         
   3. Interview well:
      
      
      1. Open with a rapport builder to set the applicant at ease. 
      2. Ask open-ended questions.
      3. Don’t be afraid of silence; let them think.
      4. Never ask questions not related to the job (EEOC).
      5. Take notes!
      6. Listen, listen, listen.
         
         
   4. Do reference and background checks 
      
        
      1. Consistency among applicants (all or none).
      2. Do this between 1st and 2nd interviews.
      3. Tell them you'll be calling references and other background checks. 
4. SELECT the right candidate:
   
   
   1. Hire to the culture (atmosphere, values) or your agency.
   2. Don't be afraid of having to train.
      1. Plenty of training help is available.
      2. Choose someone with initiative to learn. 
   3. Listen to opinions of others who interviewed  (IV.B.3.).
      
      
5. HIRE:
   
   
   1. Make a competitive offer.
      
      
   2. Know what the market offers
      
      
   3. Build a complete remuneration package:
      
      
      1. Salary
      2. Bonus or commissions
      3. Benefits
      4. Perks
      5. Opportunity for advancement
         
         
   4. Make an offer.
      
      
      1. Verbal offer vs. written offer.  There is no requirement that you put offers in writing, however, if you do, do not use language that implies an employment contract (unless there will be a written contract).
      2. Negotiations.  Before you make the offer decide if you are flexible on any of the terms of the offer. 
         
                     
   5. Get help from IIAA, Attorney, HR Specialist on contracts and non-piracy agreements.