People are the driving force of any successful agency. Your experienced agents are your lifeblood, but it’s also critical to think about the future of your organization, and that means recruiting and grooming younger agents, too.
Younger agents tend to have a better understanding of a younger client base, so their input can be key to growing — and keeping your business on track as they eventually take over for more experienced agents.
If you’re looking to beef up your staff and strengthen your business, here are some tips on how to effectively recruit and retain young talent.
Use Your Current Agents
First and foremost, recruiting doesn’t need to be just one person’s responsibility. Using your current agents, particularly the younger ones, to help recruit makes it much easier than you might think to add new talent. Your employees are a great resource, and they may be a few steps ahead of you when it comes to identifying new and younger talent. Offer incentives for agents who bring in new hires.
Consider Their Perspective
If you’re looking to attract millennials, consider a more flexible work environment. As long as your agents are working and producing, it might not matter if they work remotely one or two days a week. Be flexible, too, when advertising positions. Tap into social media to get the message to a population that is much more used to communicating online. Make sure the younger candidates you interview understand that your agency will support them. Younger employees often worry about joining a practice where the majority of the staff is older and more seasoned. It’s smart to reassure them that they will be a valued part of a team.
Change Your Mindset (and Theirs)
Remember to address your younger prospects’ specific concerns. You might need to address the mistaken perception that a career in insurance isn’t as interesting or lucrative as other industries. Explain the financial and emotional benefits of working in insurance. Whether it’s job flexibility, the satisfaction of providing a needed product and service to a client, or the opportunity for sizeable financial rewards, you’ll need to be clear about what it means to take a position with your agency.
Remember Mentoring & Office Culture
Once you have younger agents on board, you’ll need to follow through on your commitment to mentor them. Tap into the knowledge base that you already have on hand, and make sure your experienced staff takes individual agents under their wings. Also consider how office culture plays into the process, and how to ensure your agents are team players. Invest time in creating a sense of camaraderie among your employees. That might mean team-building events or exercises or fun outings. Your mission is to create a welcoming and productive office environment. If your employees trust and enjoy working with one another, it’s much more likely that the mentoring process will work out and your business will realize growth and stability – now and in the future.