29 Mar Recruiting Million Dollar Producers is like Dating
Recruiting is a lot like dating. Unfortunately, there is no class on how to date the “right way” and many of you probably have been out of the dating scene for so long you need a refresher course. Dating can be difficult, time-consuming and involves a lot of rejection.
The ‘Courting Relationship’
One of the first things someone does when beginning the dating process is develop some sort of “checklist”. Dating websites ask us questions, such as physical attributes (hair, eye color), personality traits (sense of humor, intellect), likes and dislikes, and even geographic proximity, to help us find potential matches.
The dating site runs our checklist criteria through their database and returns potential matches found. Sometimes the system “matches” you with someone who doesn’t seem like a good fit, so you modify your search criteria and try again. Once you find a potential fit, you start the process of getting to know one another. A phone call can move you to the first date or keep you searching.
A mistake many Agency Owners and Managers make is aggressive spouse-hunting, not dating. The initial goal is not marriage; it’s just to get a date. Understanding the nature of how we act and connect is critical to your recruiting success.
It’s about Chemistry
Like the dating website's checklist, your checklist has limitations; it can help you find a potential match; what it can't tell you is if you are actually compatible. The first key to effective recruiting is finding candidates you “click” with. If the chemistry isn’t there, no matter how many traits or qualities someone has, the relationship won’t work.
Find people who:
• have good communication skills,
• can relate well to others,
• can relate well to you,
• are passionate about what they do,
• will look to you as a leader,
• will be responsive,
• want more than simply bringing home a paycheck.
When recruiting a new producer, our checklist might include things like intelligence, knowledge, education, ability, honesty, drug-free, etc. So we cast our net out and see what we get. Recruiting this way means you might have to “kiss a lot of frogs” to find the best candidates. More often than not, the new producers that join your agency are ones we tend to settle for in the quest to recruit more instead of finding Million Dollar producers.
So, which is more valuable – technical knowledge or people skills. You probably answered people skills. You can help the right person acquire the insurance industry knowledge and technical skills necessary for success, but you can’t take someone who is well-versed in the insurance industry, but lacking people skills and passion, and teach them to be passionate nor help them to relate to people more naturally.
Become the architect of your agency. The word ‘architect’ suggests designing, building, creating, and managing. These complex and subtle skills are needed to thrive and grow your agency to move forward. Take time to develop your recruiting plan before beginning, and decide what’s most important in a new producer.
Want to recruit more effectively and find a Million Dollar producer?
Join us November 12th for a Free Webinar on How to Avoid Making a Hiring Mistake
Like marriage, hiring a producer is a big commitment that can either lead to joy or misery. You probably wouldn't consider marrying someone after the first date, so why would you consider hiring after the first interview?
In this webinar, you will learn:
- How to create an evidenced-based hiring process for better hiring success,
- How many interviews you actually need,
- What the 5 must-have characteristics are of an Elite Producer, and
- The secret to avoiding the biggest mistake agencies make when hiring.
If you are ready to grow your agency and become a more effective recruiter of Million Dollar Producers, How to Avoid Making a Hiring Mistake.
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