Expand the footprint of your Insurance Agency by identifying promising talent.

Independent insurance agencies often experience difficulty finding the type of aggressive sales people they need in the marketplace.  In order to become a top flight agency, they need to grow organically by hiring inexperienced sales trainees straight out of college. A career that only a few aspire to while in school, it often becomes one that talented sales people find themselves thriving in for a lifetime.

INCREASE YOUR HIRING SUCCESS AND MINIMIZE Missed revenue growth by USING A PRE-HIRE ASSESSMENT THAT BENCHMARKS THE KEY TRAITS OF THE IDEAL sales candidate.

When hiring unproven talent, a behavioral-based interview won’t provide enough insight to assess the candidate’s ability to succeed in such a demanding sales role—whether for employee benefits or property and casualty. But when you add a more scientific approach to predicting job fit for insurance sales consultants, your probability of hiring the right person increases dramatically.

Key challenges for Insurance agencies:

• Hiring people who have what it takes to succeed in a very demanding sales role and are comfortable with a heavy or all-commission compensation structure
• Training new college graduates to master superior sales skills, as well as the highly regulated insurance industry is time-consuming and costly. It often takes two years or more before new insurance consultants become profitable, so investing in the wrong employees is devastating to a growth-based organization.
• Successful agencies follow the 80/20 rule of hiring sales consultants. They only hire the 20 percent who have the right behavioral traits and skill competencies.

Who makes a successful Insurance sales consultant?

• A high energy, independent individual who can navigate multiple tasks and make quick decisions
• A superior “problem solver” who is able to see the big picture and provide creative solutions
• Strong negotiator who is comfortable navigating a complex industry with business owners who have 20, 30 or even 40 or more years of experience
• A strong relationship builder who can become the “trusted advisor” when working with several levels in an organization

Learn how our assessments can help you hire, retain and develop successful insurance consultants.