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Hiring for the Future: Adapting Strategies to Gain New Talent

Hiring for the Future: Adapting Strategies to Gain New Talent

The insurance industry has changed over the past 20 years. Paper files and phone calls have given way to digital processes, email, texting, and more. Your insurance support team’s needs have changed, too – or so we hope.

The average insurance agent is 59 years old and only a few years off from retirement. To keep your team fresh, you need to bring in younger agents. Soon enough you’ll have no choice – Millennials and Generation Z will account for 58 percent of the workforce by 2029. You need to “get with the program” to attract and keep young talent – but how?

How to Attract Young Hires….

Technology usage is the first thing new hires will notice. Members of the young workforce are used to using tech for business and leisure. They’ll expect you to provide more than a laptop and cell phone; they’ll look for paperless processes, modern communication and collaboration tools, and opportunities to get work done virtually.

Read more on going paperless – why your customers want it and how to get started

Young hires expect information to be found and shared easily through a centralized location. Leverage your agency management system to bridge the processing gap. Tap into your system’s ability to store files, capture emails, and add tasks among other capabilities. And, make texting part of your communication strategy, both internally and externally. This is an area where young hires will be savvy – they’ll expect to use texting for communicating with their team, lead generation, and closing deals.

The best thing you can do to attract and keep young talent is to embrace virtual work systems. Sales hinges on creating and growing relationships, so a virtual sales team may seem counterintuitive. However, as a virtual team your agents can connect more efficiently. Virtual work allows them to connect from anywhere, making it easier to bring meetings to clients and get work done while they wait. In less than ten years, it’s estimated 73 percent of businesses teams will have remote workers. Offering virtual work opportunities is not just smart; it’s inevitable.

Get more resources on how to make your agency virtual, yet personal

…And How to Keep Them

Getting Millennials and Gen Z to apply is only the first hurdle. Once you have a quality candidate in the door, how do you get them to say yes for years to come?

Start by updating your interview process. The work has changed, the workforce has changed, so how you interview needs to change, too. Focus more on how candidates work in a team and their ability to understand and leverage technology. Be sure to talk about how you’re team-focus and tech-adaptive, too. And, focus more on culture. One author found millennials were willing to take an over $7K pay cut to gain a better workplace culture. Now that’s leverage.

You’ll also need to update your onboarding. The first few months in any new position are challenging, so the smoother you can make the ride, the better. Culture again plays a key role. Be intentional about introducing new hires to team members, setting aside time to outline the processes and tools used within each environment.

Provide training + mentorship. Pair new hires up with someone to walk with them through training, serving as a guide to answer questions along the way. This pairing provides a double benefit to you: new hires feel connected, and veterans get a refresher on your tools and processes. Assuming they have a positive experience, new hires can later pay-it-forward to the next fresh team member.

Don’t forget about your long-term employees – help them transition to new tech and processes, too

Helping Your Team Grow

Growing your team is about more than adding new people to your staff contact list, it’s about listening and providing people what they need to improve. Meet up regularly with old and new team members, both individually and as a group. This simple act shows you care – and that goes a long way.

We know how important it is to listen and connect because that’s what we do at SIS: listen and learn to mutually grow. Through our workgroups, Regional Learnings, and forums, we focus on staying in touch with our Partner Platform community. Like any community, when our clients grow, we do, too.

Find out more about the Partner community– read our client stories and connect with us at 800.747.7005, Option 6 or

How to Get Insurance Clients to Stay

How to Get Insurance Clients to Stay

As an agency owner, one problem often encountered is how to get insurance clients to stay. Many times, a customer signs up, stays for a year or two, then jumps ship for a lower rate. You could counter by bringing your rates down, but you know that’s a short-term solution to a long-term problem. What are you to do to improve your retention?

Lucky for you, we have the answers. Over the years we’ve worked with numerous independent agency owners and gotten an inside look at what it takes to get insurance clients to stay. Their expertise is throughout our blog – here are a few posts to get you started on the road to retention.

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Agencies Weigh In: Service Call Centers for Insurance Agency Support

Agencies Weigh In: Service Call Centers for Insurance Agency Support

The idea of call centers may bring up heart rates for some, and bring a feeling of relief to others. This somewhat polarizing insurance agency support method has its pros and cons, which can vary from agency to agency. There is no “one size fits all” call center, and each are certainly not created equal. But no matter what you’ve heard in the past, this customer support solution is worth investigating for any agency.

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