FEATURE
SMARTER HIRING REDUCES TURNOVER & BOOSTS AGENCY PERFORMANCE
This starts in the recruiting phase. How does your hiring plan align with your overall strategic plan? Crafting a strategic talent acquisition strategy starts with robust talent management practices and an astute understanding of any internal skill gaps, as well as hiring plans that are aligned with growth projections. This will ensure that your firm follows a proactive capacity-based plan to avoid understaffing or limiting profitability.
Evaluate your current situation. Do you have the right people in the right places? Who is doing what, and why? Review your current organizational chart and identify the roles you need to reach your goals. What are those positions? Where can you source the best candidates? Are you prepared to effectively onboard and train new hires? Make sure your culture shines on your website, throughout your social media channels and most importantly your job posts and descriptions.
Define what your firm needs to impact move the business from point A to point B, which will provide clear criteria for talent acquisition. Define success: translate business goals into role-specific competencies, such as technical skills, functional expertise, and behavioral attributes. There may be skills and attributes that exist across industries outside of insurance.
THERE ARE MANY WAYS TO SOURCE THE RIGHT TALENT
Consider building talent pipelines and developing relationships consistently. You can leverage internships, apprenticeships, and alumni networks. Social media campaigns and targeted ads can help attract top talent. Employee referral programs, conferences and industry events are great ways to bring new talent for agencies. Collaborate with universities, trade schools, and local orgs. Engage
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what truly differentiates your company culture? Do you cultivate an environment where asking questions is encouraged and learning is a continuous process?”
in the community and DEI initiatives. Be open to potential candidates from other industries such as the pharmaceutical, mortgage financing, or retail sales.
IMPROVE EMPLOYER BRAND AND VALUE PROPOSITION
Competitive job seekers today prioritize experiences that contribute to professional growth and a healthy work-life balance, rather than simply attractive amenities or a“ family atmosphere.” What truly differentiates your company culture? Do you cultivate an environment where asking questions is encouraged and learning is a continuous process? Do you believe in inclusivity, ensuring all voices are heard and valued?
When creating a positive hiring experience for the potential new hire, consider the entire journey. Is the agency being presented authentically? And is the interaction a thoughtful, positive process where the interview is treated as an event? Firms should aim to build a repeatable and unique process. Perhaps leave the candidate with something with which to remember the agency – like company information, or small company swag( mug, pen, paper). Invite other employees to stop by and say hello or have candidates sit in on a company lunch.
JULY / AUGUST 2026
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