Talent Search & Development
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Finding sales talent is the number one challenge facing insurance agencies today. But we can help.
One successful producer hire today could within seven years potentially increase the value of an agency by over $1 million dollars. Recognizing this need, the Talent Search & Development program is focused on finding, selecting, and onboarding high performing sales talent into the Leavitt Group family of agencies. This site is designed to show you how we can accomplish that.
Click a step below to get started:
Personal SkillsSelf-driven, competitive, very personable, smart, they have no fear, they’re entrepreneurial. | Sales CompetencyWhen actively seeking to hire a producer, we are missing out on good sales talent when only looking for someone with insurance experience. The reality is, the best producers can come from any industry. | Technical AptitudeSmart enough to learn a complex product. |
Referral ProgramEmployees in your agency will be financially rewarded for qualified referrals that lead to new hires. | Search & Attract
| These are our tools:
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Talent Search
| How we find the right candidates: | |
|---|---|
| Part 1 | Data mine to find potential candidates |
| Part 2 | Direct contact via Linkedin, emails, phone calls, text messages, and so on… |
| Part 3 | Phone screening interviews (typically 20–30 calls) |
| Part 4 | Top 5–10 candidates interview with agency partner |
| Part 5 | Personality assessment |
| Part 6 | Results given to co-owner |
| Part 7 | Interview with co-owner (if approved) |
Mentors
Closing MentorThe closing mentor is the most important and mandatory mentor for the success of the producer. The closing mentor should be an agency owner or high performing producer. The expectation is that the closing mentor accompanies the new producer on all new appointments during the first year. While the new producer does most of the work, the mentor aids the new producer and helps close the account. As incentive, the mentor splits commission with the new producer on closed accounts. | Market MentorThe Market mentor is usually a senior account manager or the key person who handles carrier relationship. The market mentor helps teach the new producer on the submission process, and is the “go-to” person for any of technical issues that come up along the way. The market mentor also provides appropriate communication or necessary introductions to carriers with the new producer. |
Sales Management MentorThe sales management mentor, should be a sales manager, office manager or co-owner and simply meets briefly with the new producer at the end of each week to review the producer’s prior activity and goals for the coming week. | Education MentorThe education mentor is usually an office manager or the person in the office that has designations next to their name. The education mentor doesn’t necessarily provide training, but simply points them in the right direction for licensing, continuing education, internal systems and software and designation opportunities. |
After the Hire
After the hire, our Talent Search & Development team will have an ongoing role during the first year. We will:
- Provide orientation
- Coordinate CRM and sales tools training
- Help set up their 100-day plan and monitor that progress
- Enroll them in the Vital Signs program
- Provide clear instructions to the mentors as to their expectations
- Keep in regular contact with the producer and make sure they are receiving the appropriate tools necessary to succeed
- Stay in contact with co-owners and agency partners as to the progress of the producer, and identify any potential concerns during that first year
100 Day Plan
A 100-day plan begins by developing a list of 200 prospects. This initial prospect list should be reviewed and each prospect approved by the closing mentor and sales management mentor. They then verify that the type of industry and the size of accounts are worthwhile for the new producer to go after, and also worthwhile for the mentor to assist in closing.
By months 2 and 3 the producer should be spending 80% of their time on prospecting activities. By month four, the new producer should be averaging a minimum of 5 QFAs per month (or minimum number determined to maintain their base salary) with each of those appointments attended with their closing mentor.
After six months, the producer should attend the Leavitt’s new producer school in Cedar City.
And at the end of the first year, the producer should be attending all appointments on their own. If the producer has helped write 75% of their base salary in agency revenue at the end of the first year, half of the recruiting fee for this program is reimbursed back to the agency.
Getting Started Docs:
Contact:
Brent Davis
VP of Talent Development
Office: 435-865-2987
brent-davis@leavitt.com