Top tips for recruiting younger agents

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.