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...red, 27% had financial services backgrounds, 27% were college graduates hired...ducers with banking and accounting backgrounds who are achieving exceptional ...

... permanent workers. Cities and local communities may be potential recruiting sources through their workforce and economic development efforts. The Internet has become an increasingly valuable resource for recruiting skilled workers. DETAILED EMPLOYMENT APPLICATIONS One of the most important hiring tools is a careful review of the applicant's background. It's important to use an application with detailed questions. Also, be sure to: Require candidates to answer all questions completely. An applicant who leaves blanks usually has information they don't want to disclose. Ask an applicant why they wrote see resume' on ... graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and grateful for a new opportunity. A staffing firm that screens candidates can be a valuable source for temporary or permanent workers. Cities and local communities may be potential recruiting sources through their workforce and economic development efforts. The Internet has become an increasingly valuable resource for recruiting skilled workers. DETAILED EMPLOYMENT APPLICATIONS One of the most ... for recent graduates who are highly motivated and willing to learn. Also look into these options: Employees with excellent performance records often have friends and relatives with similar traits. Laid-off workers are often experienced, hard working, and grateful for a new opportunity. A staffing firm that screens candidates can be a valuable source for temporary or permanent workers. Cities and local communities may be potential recruiting sources through their workforce and economic development efforts. The Internet has become an increasingly valuable resource for recruiting skilled workers. DETAILED EMPLOYMENT APPLICATIONS One of ...

...reful review of the applicant's background. It's important to use an applicat...luable feature: Most insurers use law firms that have expertise in employment ...

...t. Use the first meeting to ask background, qualifications, skills, and experi...ered by outside psychological-testing firms and can be valuable in identifying...

...on't require an insurance sales background. Step by S...ork out in a particular job. If the screening company has information about th...

...r obtain the MVR, and any other background information legally available, on t... employers to do their own employee screening, by using one of the many firms that do this work. An agent tellin...

...will investigate their personal background and evaluate their education, exper...ses against the cost of finding and screening candidates yourself. ...

... content has not been rated yet. TELEMARKETER'S SKILLS You might look toward four basic types of people when you're searching for prospective telemarketers: Your own administrative or service employees Professional salespeople Experienced telemarketers New employees who express an interest in telemarketing, but have little or no sales background Surprisingly, most experts will tell you to choose the fourth type of person for a new telemarketing position. Here's why: Your own administrative people, Sales Center Assistants, or Customer Service Representatives are used to dealing with your insureds, but in a reactive, ... COMPARE AND COMPILE: It's very important that your clients/prospects don't receive duplicate calls from your agency. Eliminate this possibility by compiling all the names on a master list before you give them out. RE-FORMAT LISTS: You may need to take lists from a computer screen or printout and put them on 3 x 5 cards or vice versa, depending upon your automation capabilities and the computer skills of your telemarketers. DISTRIBUTE LISTS: There are several ways you can divide lists into manageable portions: If different marketing segments lend themselves to ... sales presentations, it's wise to limit one segment to a telemarketer or Sales Center Assistant (and thus, one style of presentation) . You'll want to allow new staff members to handle a different kind of call than experienced ones. Also, in some cases, you'll have people working different shifts; consider which prospects your night shift is more likely to reach than your daytime staff. ASSIGN LISTS: This can be done one of two ways. If you're planning a one-time contact merely to generate interest in the agency or a ...

... content has not been rated yet. TELEMARKETER'S SKILLS You might look toward four basic types of people when you're searching for prospective telemarketers: Your own administrative or service employees Professional salespeople Experienced telemarketers New employees who express an interest in telemarketing, but have little or no sales background Surprisingly, most experts will tell you to choose the fourth type of person for a new telemarketing position. Here's why: Your own administrative people, Sales Center Assistants, or Customer Service Representatives are used to dealing with your insureds, but in a reactive, ... COMPARE AND COMPILE: It's very important that your clients/prospects don't receive duplicate calls from your agency. Eliminate this possibility by compiling all the names on a master list before you give them out. RE-FORMAT LISTS: You may need to take lists from a computer screen or printout and put them on 3 x 5 cards or vice versa, depending upon your automation capabilities and the computer skills of your telemarketers. DISTRIBUTE LISTS: There are several ways you can divide lists into manageable portions: If different marketing segments lend themselves to ... sales presentations, it's wise to limit one segment to a telemarketer or Sales Center Assistant (and thus, one style of presentation) . You'll want to allow new staff members to handle a different kind of call than experienced ones. Also, in some cases, you'll have people working different shifts; consider which prospects your night shift is more likely to reach than your daytime staff. ASSIGN LISTS: This can be done one of two ways. If you're planning a one-time contact merely to generate interest in the agency or a ...

...ng, but have little or no sales background Surprisingly, most experts will te...ER TRAINING Telemarketing consulting firms are springing up across the countr...