Recruiting insurance agents (or other agency talent) is one of the biggest challenges independent insurance agencies experience today.

Initially, it could be difficult just to find qualified candidates. Even when you have a good number of resumes, it’s tough to separate average applicants from the true stars who can take your agency to the next level. 

And once you find the right people, you still have to entice them to join your insurance agency, and retain them once they’re hired. 

This article will explore insurance agent recruiting tips to help you find, recruit, and keep top-performing agents.

Key takeaways

• Knowing the right time to hire an insurance agent can improve your chances of finding strong candidates.

• There are numerous platforms, from LinkedIn to local job fairs, which offer excellent lead opportunities.

• To hire an insurance agent, you must employ smart recruiting tips such as clear branding, employee referrals, and an attractive compensation package. 

• To retain insurance agents, make sure to provide them with continuous training, mentorship, and recognition of achievements

When is the best time to hire insurance agents?

Timing plays an important role when recruiting insurance agents. Generally, the best time to hire is during the early months of the year, from January to March. 

That’s because many people set new career goals at the start of the year and are more open to making job transitions. Additionally, recent college graduates seek new opportunities around this time, which provides a fresh pool of candidates.

Another prime time is just before the insurance industry’s busy season in the fall, when demand for policies spikes, particularly in sectors such as health and life insurance. 

Hiring before peak season allows you to train agents properly and position them for success when client inquiries surge.

Where to find prospective leads

When it comes to insurance agent recruitment, you have more tools available today than ever before. 

Whether you try to find new team members online or in person, the key is to meet potential recruits where they are. Don’t be afraid to mix and match different techniques until you discover what works best for your strategy. 

Let’s look at a few proven ways to generate insurance agent recruiting leads.

• LinkedIn: With required profile fields, LinkedIn makes it easy to target potential recruits very specifically. You can filter candidates by location, experience, and even their current role, helping you find the perfect match for your insurance agency.

• Indeed: This platform lets you manage applications, schedule interviews, and communicate with candidates all in one place. It’s an efficient way to stay organized and search for quality recruits.

• Networking events: Never underestimate the power of face-to-face interaction. Attend industry-specific conferences, service clubs, and even local community events. Personal connections often lead to the strongest hires in insurance agent recruitment.

• Local colleges: Partner with career placement departments at nearby colleges and universities. Recruiting young, ambitious agents could bring fresh energy to your team, which positions you to build long-term loyalty.

• Craigslist: If you’re looking for a cost-effective option, Craigslist allows you to post detailed listings, complete with images, without worrying about strict size limits. It’s a flexible way to share your opportunity with a broad audience.

Follow the guidelines that suit your agency to avoid the high cost of a bad sales hire. Always remember: quality matters more than quantity. Focus on finding candidates who are the right fit for your team, and you’ll set yourself up for long-term success in insurance agent recruitment.

Key characteristics to consider when recruiting insurance agents

Before you jump to know the best way to recruit insurance agents, it’s important to know what to look for in an insurance agent. 

Do you want someone experienced in life insurance sales? Are you willing to train a new hire to fit into a specialized niche? There’s no hard rule that says you have to hire licensed agents only. 

If you choose to recruit someone unlicensed, just be ready to offer incentives like covering licensing fees to attract top talent.

Also, remember that the perfect salesperson might not fit the typical “outgoing extrovert” stereotype. One report found that ambiverts – people who are a mix of introverts and extroverts – often perform best in sales. They could connect with different types of clients without coming off as too pushy or too passive.

As you plan your insurance agency recruiting strategy, make sure to look for these key traits:

Self-motivation

Insurance agents often work independently, so they need to be self-starters. Look for candidates who set their own goals, stay organized, and don’t need constant supervision to keep on track.

Trustworthiness

Agents handle sensitive financial and personal information. It’s critical to hire individuals with strong ethics and a proven track record of honesty and integrity.

Communication skills

Good insurance agents know how to explain complex products in a way that’s easy for clients to understand. Strong communication – both verbal and written – is a must for building lasting client relationships.

Resilience

Rejection is a normal part of the job. The best agents don’t let a few “no’s” discourage them. Instead, they bounce back quickly and stay positive, even when things get tough.

Sales skills

Insurance is ultimately a sales-driven business. You want agents who are persuasive, but never aggressive. The best salespeople know how to close deals while making clients feel comfortable and respected.

If you haven’t already, consider the potential of recruiting Gen Z talent. New generations bring fresh ideas, tech-savviness, and a new energy level to your team. 

In fact, one study shows that Gen Z will make up more than a quarter of the global workforce. That’s a huge opportunity for your insurance agent recruiting efforts to bring innovation and diversity into your agency.

Now that you know what skills to consider, let’s learn how to recruit agents.

8 tips on how to recruit insurance agents

Recruiting insurance agents successfully takes more than just posting a job ad and hoping for the best. It requires a clear plan, a strong understanding of what candidates are looking for, and the ability to present your agency as a great workplace. 

That being said, let’s look at First Connect’s top tips on how to recruit 100 agents in a month in insurance.

Define your ideal candidate profile

Before you start the insurance agent recruitment process, take some time to define exactly what you’re looking for. 

Are you seeking someone with years of experience or someone new and eager to learn? Should they have specific skills, like sales experience or a background in finance? 

Knowing what you need makes it easier to recognize the right candidate when you find them.

Leverage your company brand

People want to work for an insurance carrier they can be proud of. Ensure your agency’s brand – your mission, values, and culture – is visible and appealing. 

If possible, share success stories, team events, and client testimonials on your website and social media. The stronger and more positive your brand image, the easier it is to attract top talent.

Use employee referrals

Your current agents are a great source for finding new hires. They know the demands of the job and can recommend friends or former colleagues who would be a good fit. Offering a referral bonus is a smart way to encourage your team to help you recruit.

Work directly with licensing schools

One of the best ways to build a talent pipeline is to partner with licensing schools. The schools are full of motivated individuals actively working toward their insurance licenses. 

Make sure to reach out to school directors to offer job placement support, speak at events, or post listings on bulletin boards and websites. This helps you connect with quality candidates before your competition does.

Promote career growth opportunities

Top candidates want to know that they’re not just taking a job but starting a career. Be clear about opportunities for growth within your agency. Talk about training programs, leadership roles, and the potential for higher earnings over time.

Offer competitive compensation

Compensation matters. Agents compare offers, and you want yours to stand out. Make sure to offer a strong mix of base salary, commissions, bonuses, and benefits such as health insurance or retirement plans. 

When you show potential prospects that you value their work, it will make your offer more attractive.

Personalize your outreach

When you reach out to candidates, avoid sending generic messages. Take the time to personalize each contact, mentioning something specific about their background or achievements. A personal touch shows respect and increases the chance they’ll respond positively.

Simplify the hiring process

Don’t lose good candidates to a slow or complicated hiring process. Keep interviews efficient, be clear about next steps, and make paperwork easy. 

A smooth, professional experience sets the tone for what it’s like to work at your agency.

Retaining qualified agents

If you seek how to hire an insurance agent, you should also know how to retain them. After all, recruiting insurance agents is only half the battle – retention is just as important. 

According to one report, one in four new hires will quit in their first six months. 

To keep your best agents, make sure to create a supportive work environment. Offer ongoing training to help them build new skills, provide mentorship from experienced leaders, and celebrate achievements with awards or public recognition.

Additionally, allow flexibility when possible. Many insurance agents appreciate the option to work remotely or manage their own schedules. Small gestures like these can go a long way in building loyalty and reducing turnover.