The insurance agents you hire have a tremendous effect on the success of your company. You need to ensure that you bring the best available on board. Otherwise, they could end up making it difficult to succeed. So use the following tips and have peace of mind that your agents will be a boost, not a loss, to your venture:

Ask Them About Their Goals

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Courtesy of The Muse

Any agent is going to need to have clear and specific goals. Otherwise, they won’t be motivated to achieve anything in your company. If they respond with amazing goals, then you know you have a candidate that is willing to do what it takes to make themselves and the firm successful in the long run.

See What Their Personalities are Like

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Courtesy of Forbes

Everyone has a pretty unique personality. However, you really don’t know most of the time what theirs is going to be like until you actually have a conversation with them. In addition, you should try to introduce them to the team and see how they react to others and can socialize.

Look at Their Social Circle

There is a saying that you are the average of the five people you spend the most time around. Who are your potential hires spending time around? What do their social media profiles look like? Do they seem extroverted and outgoing? Are they more of a quiet social type? What is the best personality for your organization and do they match that? Do they seem like they have a great social circle that is positive, or does it seem like they surround themselves with losers?

Check References

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Courtesy of Workbright

Anyone can walk into our office and list off accomplishments to sound impressive. However, that doesn’t mean that what they said is true. They could just be doing that to make you want to hire them. Then, when they’re in the door, they might turn in to an entirely different person. Check their references to get their reputation first hand.

Test Them First

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Courtesy of Pre-Employment Testing

Various pre-employment assessments and other tests can help you identify what kind of personality and aptitude they have. Candidates aren’t always as they appear on the surface. Sometimes, certain assessments have a way of bringing the truth out of the situation, even if it is murky at first. You don’t need to make a big deal out of it, just let them know that you have every potential recruit take the test as a matter of policy.

When it comes to insurance agents, they are all made differently. You want to make sure you have done your research and used the right strategies before bringing them into the fold. That way, you can make sure they will increase profits rather than headaches.

For more information on this and many more subjects, read our blog! Here are a couple excellent examples of other articles you can find on our blog:

One Strategy to Overcome Challenges With Leading a Virtual Insurance Team

6 Blogging Mistakes to Avoid at All Costs

Over To You

Leave a comment below, here are some thoughts we had we would like to hear your opinion on:

  1. Do you interview your downline agents?
  2. What questions do you ask potential agents?
  3. What are some other ways you measure performance?