P R A D

While it is important to keep all lead sources open for producers that fit a firm’s profile, it is also important to be proactive in identifying and deploying the unique sourcing methods for each type of hire. Experienced producers, industry outsiders with sales experience and recent college graduates are completely different types of hires that need to be sourced differently. Top performing firms focus on the likely sources of candidates for the producer profile they are seeking. Many firms looking to find employee benefits producers, for example, look to insurance carriers or other service providers within the benefits industry to find individuals with superior technical knowledge. Personal lines producers are often sourced from direct writer competitors.

Sell the Opportunity

Top performers understand the importance of selling their firm to potential candidates to generate interest and to attract high-performers. Firms that we talked with develop marketing materials specifically targeted to producer candidates that provide compelling information about the agency’s unique market position and opportunity for successful salespeople. These materials can also be shared with centers of influence or posted on social media outlets or on the agency’s website.

In addition, the greatest selling point can often be a firm’s recent successful hires. Leading firms leverage recent successes by involving top performing recent hires in the recruitment of additional producers. Success tends to breed success and top performers frequently do a good job of using the testimonials of their best young producers to continue to build momentum in recruiting.

“The best recruiters we have are our successful young producers in their late 20s and early 30s. These people are contributing greatly to growing our sales culture and helping us recruit.”

CEO of a High-Growth Southeastern Firm

With an increased pool of candidates, we can now focus on our ability to select the winners.

32 Producer Recruiting & Development Study