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As a insurance recruiter, you have arrived at
that point where you are
going to have to make a recruiting (gut reaction) decision.
"Do I move forward with
this person or not?" Building
a successful insurance agency requires some hard recruiting
Okay, they passed the personal observation interview, and I liked what I seen up to that point.
Now What? Keep in mind I have not really made any decision to hire him/her. You must keep an open mind. Just because you like this person is not enough for a final hiring decision.
So it is at this point that I move forward with the second part of my recruiting process. We are now going to find out what this person is made of.
that point, we set up a tentative closing interview date to decide
we will move forward or not. You don't want to be telling
this this person that they are hired or you are ready to go
with them.....It is important to let them wonder if they
will be hired or not. I then follow up with a Thank You
them, confirming our next interview.
Play down the the positives, re-emphasize and explain the negatives. Then make them wait and think about it, and then have them come back and sell you on why you should be hiring them.
companies have some recruiting tests that the
candidate must take before they will consider hiring them. Those
written tests, in my opinion are just one part of the
process. I only gave these tests a 30% weight towards my total recruiting decision on a
As I mentioned, factors such as that person being compatible with my personality, my thinking, how fast they walk, what is their natural market, how they communicate to me and how comfortable they make me feel when talking with them, carries more weight in my final insurance recruiting decisions than anything else.
Another key aspect of recruiting has to do with the type of recruiting program your company has in place. Does the company provide any incentive programs for existing agents to help the team grow as life insurance recruiters?
Many companies strictly rely
on the life
insurance general agent, agency managers/district
managers or general managers to do all the
work, and that is their mentality, rather than embracing the
and getting all
the agents involved in the recruiting process to
help the agency manager or general agent to recruit
I was able to build a 150+ person agency in 7 years because I used my new recruits and my existing agents to recruit for me. Why, because they had an incentive and a reason to do so. I will brainstorm and shareome of these ideas in a separate topic page called (insurance recruiting 104).
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