Sean Barron’s Post

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Managing Consultant - Property & Construction - DC, Maryland, Virginia

Recruiters in the insurance industry are fighting battles on all fronts: ❗ Average turnover rate has gone from 8-9% to the 12-15% range ❗ Unemployment in insurance is ~2.1% ❗ Significant # of seasoned pros retiring in the next 10-15 years ❗ Increased competition & cost to hire talented agents I'll focus on the last point since it's the only one we can control. Why is it so costly to hire talented agents? 💰 Increased costs for boosting job posts 🕑 Time spent interviewing, screening, and hiring 🕓 Time spent during onboarding, orientation, and training 💤 Lost productivity & missed opportunities due to the empty seat Not to mention the less obvious problems like new-hire errors, discouraged and overworked staff that pick up the slack, unemployment & worker's comp costs, price tag on training materials/software, and on and on... So what can you do? 2 things 1️⃣ Reduce turnover rate through: improved pay, growth opportunity, and communication, flexible work environments, and positive culture 2️⃣ Outsource a portion of your recruiting to a third-party, which can offer: 👫 Access to a larger pool of candidates ⏳ Reduced time to hire due to screening efficiencies 😀 Reduced burden on existing employees 💰 Reduced recruiting costs and more affordable labor markets Turnover isn't just another number for the HR scorecard - it's a significant drain on time and resources. There is a way to prevent it, but when you can't, having a partner to help fill the gap isn't bad either. Let me know your thoughts, and happy #recruiting! #Insurance #agents #turnover #callpercy

Sean Barron

Managing Consultant - Property & Construction - DC, Maryland, Virginia

6mo

If you're interested in reducing recruiting costs, shoot me a DM!

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