PURSUITS OF MORE & BETTER RECRUITS!

In the competitive world of life insurance, companies are measured by the differences in the unique products and services offered to customers that set them apart. The best of the best are the result of the genius brains working behind them.

In this regard, recruiting is an important function in every life insurance organization. The practices of marketing and finances run by the heads of departments can be reproduced, but as many of these fine minds retire from the workforce, vital corporate memory leaves with them. Their capability, skills, and talent cannot be emulated if new hires are not there to learn from them before they turn in their briefcases for fishing rods, golf clubs, and beach hats. No manager would pop a 24-year-old, inexperienced hire in a 67-year-old veterans’ position and expect the same results. Yet, companies have been “okay” with the same industry hiring statistics for over 20 years, losing up to $9,000 to replace an employee who worked less than 1 year and up to $47,000 to replace employees with 3 years or more tenure (Avery, Volpone, McKay, King, & Wilson, 2012). This will become even more costly if more top-tier talent retires and fewer young qualified candidates enter the field.

Business success depends on strategic business planning, which in turn depends on strategic human resource development. It’s simple math- choosing the right hire gets much easier when you increase your number of appointments. But how do you increase this number effectively and efficiently to attract a large number of potential candidates with the best people skills, emotional intelligence, and acumen?

You need a well-defined, super-charged recruitment strategy, which can be executed quickly, systematically and dynamically to get the best fit for every vacant position. You need a Power Recruiting Day®. 

Bob Krumroy, CLU, ChFC, CEO Identity Branding, Inc., and e-Relationship tells you how it’s done: