1. These figures look high in the favor of recruiting independent and semi-independent brokers. Calculations are that it should be easy to have 100 agents. However when you relate that to the agents that you really want. the figures change. You know have 450,000 true brokers representing an average of 3 insurance companies. So a recruiter has realistic chances to have 135 broker contract if they were average,

Few insurance brokerage directors targeting brokers are average, but instead a very diverse group. Its also true that the statistics reveal only 1/3 or brokerage directors or marketing directors, have over 135 agents.

2. This reasoning is hard to understand, yet true. A steady flow of agent recruiting is the lifeline for many insurance companies. Despite this logic too many of the company employed recruiters have never sold a life insurance policy. This sounds like inviting over an expert care mechanic to remove your computer virus. Top recruiters are very well versed that being experienced in selling insurance products. .makes it easier to relate to signing up a prospective broker.

3. The recruiter believes the best of recruiting prospects are insurance agents with 1 to 4 years experience. This style of recruiter has no sense of longevity, either in the agent lasting with the company or his own career longevity. 90% of the inexperience health and life agents will be insurance career finished before reaching 4 years. Mail these non-brokers and get a stack of leads. They respond to everyone, yet do nothing..

If you have an exceptional career opportunity offer to present, concentrate on brokers with 4 thru 12 years experience. Many agents and brokers make company changes and add products during this time period.

4. Having a career makeover within the same company. Some large insurance companies each year make the transition from operating as career agencies only. The company opens a new division devoting to procuring the sales of insurance brokers. This recruiter may be a solid company man, but the independent word of brokerages is a whole new realm. You are pushing the broker to be independent, yet you yourself are not, and probably never will be.

5. Recruiters on a Set Salary. Similar to the above situation, the recruiter is an employee of the company, and paid a monthly salary. Pay increase stimulations are some of the sweetest carrots for insurance recruiters. Without an incentive, the recruiter will probably slack off.

6. Noticeably Works Out of the House. Many insurance recruiters have an auxiliary office at how or house their whole operation in a portion of the house. If this helps free up more money for a recruiting campaign, it is a fine concept. HOWEVER, the barking dogs, cat calls, and barfing babies are not pleasant background music.

7. Is anyone there alive? This type of agent marketers always has the telephone answering machine on, In additional you phone call is responded back to with an email. The broker must then take the time to respond back to the previous email. Finally the agent contacts the recruiter successfully on a static cell phone connection. That makes a broker wonder if the recruiter eats, sleeps, and works out of his car.



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