Great Hiring Ideas

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Great Hiring Ideas

  • NEW PRODUCER RECRUITING: A GROWING CONCERN FOR AGENCIES by Suzy Hammett

    Looking for effective ways to grow your agency? Then make sure you’re growing your recruiting program for new producers. By limiting your efforts to hire new producers, you might be limiting your opportunities for profitable growth. Suzy Hammett shows how enhanced recruiting programs can provide a profitable solution.

  • HIRING: HOW TO SHOOT STRAIGHT, BUT MISS THE TARGET by John Graham

    Nobody likes to make mistakes, particularly when it comes to important decisions. In this article, John Graham makes the point that companies should make hiring decisions based on what needs to be accomplished rather than who has specific experience within an industry. He lists and explains six guidelines every company should consider in their hiring process.

    Companies today face the same daunting problem that confounds so many job seekers: The high hurdle of transferable experience.

  • EIGHT STEPS TO HIRING A PRODUCER by John Jaques

    Editor's Note: Use the suggestions in the following article to lend support to agencies you serve when they are making hiring decisions. Depending on your level of involvement, you may wish to help them interview initial candidates.

    Too often, adding a new producer results in failure for both the agency and the employee because a formal program of attracting, hiring, training, managing, and retaining producers was not developed and implemented. This article is devoted to helping structure and implement a new producer program.

    AN EIGHT-STEP PROCESS

  • COMMON MISTAKES IN SELECTING SALESPEOPLE

    These points from Boardroom Reports were taken from a talk by Dr. Arthur Witkin, chief psychologist at Personal Science Center, New York. These are basic hiring principles we've heard in the past, but they bear repeating once again.

    1. Sales Managers, who usually hire the salespeople, too frequently choose a person who's a copy carbon of themselves. In doing that, they overlook other good candidates. Traits to look for: verbal, social, and sales intelligence; a very high energy level (self-starter and the ability to keep running); forcefulness; some extroversion.

  • BOOST AGENCY VALUE BY WINNING THE WAR FOR TALENT by Bobby Reagan

    In this document, Bobby Reagan tells you why the future of the agency/brokerage business belongs to those who are capable of attracting and retaining the most qualified and capable producers.

    There are plenty of “best practices” that can greatly enhance agency values, but probably none more so than the ability to recruit and retain talented employees.

  • THE 10 BIGGEST MISTAKES IN HIRING by Don Phin

    Employee turnover, wrongful hiring, sexual harassment, violence in the workplace, employee theft ... the list goes on. A lot can go wrong when you hire the wrong person. Theyre underqualified, litigious, controlling, insubordinate, and detrimental to an entire organization. The seeds of many a failure are planted in the hiring process. Learn to avoid these common hiring mistakes in this document by Don Phin.

    "If workers are carefully selected, the problems of discipline will be negligible."
    -- Johnson & Johnson Co. Employee Relations Manual, 1932

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