How To Hire A Good Producer

HOW TO HIRE A GOOD PRODUCER

by Brandie Hinen

As Brandie Hinen illustrates in this document, hiring good people can be easy — if you know what to look and listen for.

The average independent insurance agent today is older than 45 — and that means the Independent Agency System needs to bring in a new generation of producers. I’ve seen a lot of things that stop independent agency owners from finding and grooming their successors. Time seems to be the No. 1 issue: Agency owners are so busy retaining and growing their own book of business that they have little time or skill to bring in new producers. In many cases, they only realize the problem when it’s too late, when they want to retire in five years and have few alternatives other than selling to a large conglomerate.

Here are five step-by-step ideas for finding and training “new blood” producers:

1. Instead of running an ad in the paper, consider asking your staff for recommendations. Have them bring a list of three good people who they trust to next week’s meeting. You can also make an announcement at the next Rotary, Lions, or community group meeting, or ask some of your largest or closest clients for their input. Be clear about the qualities you’re looking for. Try to interview several candidates if possible.
2. Focus on character. Start with your agency values. Identify the qualities you value and respect. What kind of organization does your mission statement (or vision statement) say that you aspire to be in terms of customer focus, leading edge approach(es), etc. In other words, start with who you say you are and what you say you want to be.
3. Interview well. Ask your applicant(s) relevant questions pertaining to ethics and problem-solving situations that you face — questions that will tell you about this person’s judgment. One of my clients gives every applicant a 10-question, timed test. Have some of your key staff interview candidates. Would they buy insurance from the person sitting across from them? Listen to your instincts (and your staff). Someone who’s energetic, teachable, and willing will probably give you more accurate input than someone who has a polished speech or resume.
4. Find effective testing tools. There are a number of testing products and a couple that are widely known. Try one that’s simple and inexpensive before investing in the more costly ones.
5. Establish a time-phased training program. Assign a “buddy” to the new hire based on personality and aptitude, not necessarily experience or years in the agency (some of your most experienced staff might not be the best teachers). Then have the trainer follow these procedures:
   • Start by having the new hire sit with staff to learn about agency technology, input, and communication.
   • Then give the candidate a list of insurance companies and have them call to learn what each carrier is writing in your state (not the region) and what they expect from a new producer.
   • Stress the importance of writing good business, and explain what “good business” means. Give specific examples.
   • Create a basic flow chart of how insurance works, from the insured request to the agency quoting process (both automated and formal submissions), and carrier expectations. Discuss the contents of a cover letter to a carrier, and a letter of engagement to prospects.
   • Assign the rookie to ride along with seasoned producers.
   • Ask the new hire to come up with a list of things that they want to know, judgments that they might be developing, and any personal concerns.
   • Track progress (activity) weekly.

Brandie Hinen , president of P.A.C.E.,Inc., provides expertise In staffing, workflow, sales, marketing, management, and client communication. For more information, please contact P.A.C.E., Inc., P.O. Box 303, Twin Falls, ID 83303, (877) 303-7223, e-mail [email protected], or visit www.settingthepace.biz.