Getting to a new generation of Insurance Agents

Getting to a new generation of Insurance Agents
By Aaron Bare, CEO of CareerTours

Since 1985, the full-time agent population has decreased from 275,000 to 175,000, according to the Life Insurance Marketing Research Association (LIMRA). With the median age of an insurance agent also being around 50, this is likely to create vast shortages in the future of the life insurance agents and leadership. As Baby-Boomer retire and the talent pool shrinks, there will be less agent yet more insurance needs. This creates a bright look at the future outlook for the occupation. With that said, traditional recruiting methods aren’t enough to get this information across, as recruiters and hiring managers need to be willing to use new methods in order to reach better qualified candidates.

So how do you get in front of the best candidates? Again, it should come as no surprise to many employers that they have to get creative and move a large portion of your recruiting efforts online. Today, it is all about technology, reach and showing candidates your company culture. Here are a few ideas to get you started:

1. Viral viral viral. There are many tools available that help employers directly reach passive candidates through email and online. You should want your job postings to land everywhere your candidates eyes are: LinkedIn, FaceBook, MySpace, etc.

2. Make your online recruiting more interactive. Show candidates your company culture through videos and podcasts with the CEO and hiring managers. For today’s candidate, they overwhelmingly want to see what their next job will look like.

3. Start a blog. If your company doesn’t already have a blog, they should. A blog not only opens up a line of communication with your customers, but it gives passive candidates a feeling for your company’s personality. A blog is a great way to express your company’s views on industry trends, share exciting milestones and highlight big accomplishments. All of these things are important to candidates.

4. Be an active participant in your industry associations. If you aren’t already out there networking, you’re missing a golden opportunity to interact with passive candidates face to face in your industry and new to the industry.

5. Invite them in for a first hand look. Plan a day where you can take a group of passive candidates on a tour of the company. Let them meet the top executives, and talk with other employees. This is a great way to showcase your company culture.

The future of recruiting will be interesting with the Bureau of Labor Statistics forecasting a shortage of over 10 Million workers in the US by 2010. So recruiting Insurance Agents will take sharing more about your culture and work environment through Open Houses, Videos and Blogs. New Candidates will be looking at your training programs and how you bring new talent into the industry successfully. Retention, workplace awards and recognition will become more important for companies to get the quality employees as the labor pool shrinks. The good news is that there are many more effective ways to recruit today than just a few years ago.

Aaron Bare is the former CEO of the National Association of Sales Professionals and current CEO of CareerTours, an online recruiting platform that offers video career postings and a unique viral marketing strategy. See more at http://www.careertours.com.

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