Chances are, you’re already engaging in omnichannel marketing, and that’s terrific. But what about omnichannel recruiting—that is, using multiple media platforms to reach prospective new agents?  

After all, recruiting is essential for insurance agency owners. While you undoubtedly rely on a few tried-and-trued recruiting methods, are there additional opportunities you might explore more fully? 

The more places you are, the more ways you get your message out, the greater your success. To that end, let’s consider a few key media platforms, and how you might use them effectively to recruit more top producers. 

Get More from Job Boards 

You undoubtedly post recruitment ads on job boards and websites. But if you aren’t getting many responses—or if you’re attracting too many nonqualified candidates—consider tweaking your posts. 

Keep in mind, job posts are typically composed of four parts: 

• The benefits/advantage – “what’s in it for me?”  
• A job description – “what would my role look like?”  
• Qualifications – “do I have what it takes?’    
• Agency description – “would I like it here?”  

If your current posts aren’t attracting enough candidates, focus more the first and last elements. Why would someone want to become an agent—and, more specifically, your agent?  

Or, if you’re attracting too many nonqualified applicants, tighten up on your skill requirements, such as specifying a need for sales or insurance experience.  

Tips:  

• It’s easy to get stuck in a rut. Make a point of experimenting with new job post approaches. Track your results and refine your message accordingly.  
• Cite PALIG’s top ratings, competitive portfolio and commitment to supporting its agents. when someone seriously wants to become a producer—or better yet, switch agencies—carrier standing matters.   

Leverage Social Media Strategically  

If you’re not participating in social recruiting, you should be. And if you don’t have the time or skill to do so effectively, outsource it to someone who does.  

Facebook, Twitter, Instagram are all valid recruiting platforms, for starters. But if you can’t be everywhere, ask your current agents what media they favor, and focus your efforts there. And definitely post on LinkedIn—a prime jobhunting tool.   

Tips: 

• For each platform, make sure your account page is current, appealing and reflective of your brand. It’s the first thing candidates will view if a post intrigues them, so keep the momentum going.    
• Check messages and comments frequently and respond quickly. Social media opportunities are fleeting.    
• Use photos and videos in your posts and on your account page. Consider asking your agents to create brief videos about why they love their profession. Make one of your own, introducing yourself directly. Authenticity gives you an edge.   

Lean into Your Referral Program  

Personal relationships matter. Studies show that new hires who are introduced to an employer via referrals are often higher performers. Your current agents and employees may have valuable connections, but may need your encouragement to see them as potential colleagues.   

So, offer a compelling incentive for referrals that bear fruit. Promote your program regularly, occasionally tossing in a special bonus to ramp up excitement.   

Your message could be as simple as “Know someone who would be a great fit for our team? Refer them to us and you could earn a referral bonus, while helping a friend—and us.” 

Tip: Tie your referral program to social recruiting by asking team members to share your posts. It’s easy for them—and a great way for you to get more from your social campaigns.  

Revisit Your Website’s Careers Page 

If you haven’t updated your website’s careers page in a while, give it a fresh review. Businesses tend to forget about this very valuable real estate, but it’s the one place jobhunters always look.  

Try viewing your page from a candidate’s eyes. What does it say about your agency? Your brand? What it’s like to partner with you?   

Your careers page should highlight all the advantages you offer agents: unlimited earning potential, a flexible schedule, the opportunity to help people plan. Every talking point should encourage qualified candidates to apply. 

Tips: 

• Emphasize what makes your agency unique, whether it’s in-depth mentoring or your commitment to community service. Differentiate! 
• Feature real-life testimonials from your agents and employees about why they choose to work with you. That’s compelling. At PALIG we pride ourselves on our agents’ testimonials.  
   
  Most Recently we were able to hear from one of our top agents during our 2024 Summit in Casa de Campo® Resort & Villas, Dominican Republic. A PALIG agent shared what it means to be part of the PALIG family. They expressed their dedication to our clients' well-being and the meaningful responsibility they have in building trusting, strong, and confident relationships with policyholders.  
   
  Take a look below. 
  
  

Offer College Internships/Apprenticeships  

Most recruiting is focused the present, but it’s smart to plan for the future, too. Partnering with local colleges and universities is a great way to build a talent pipeline.  

So, consider creating an internship or two—say, for developing that social recruiting campaign discussed above, executing mailings, etc. You might even create an apprenticeship arrangement for promising new graduates, working with your local colleges’ career resource centers to help get the word out. 

Tip:  

• Try to build your internships around specific projects that will not only provide interns with valuable, engaging hands-on experience, but help you meet some of your business goals.   
• Make a point of staying in touch with interns after their internships are over, so they think of you when job-hunting. 

Build a 24/7 Recruiting “Machine”   

As an insurance professional, you know that success often come down to timing and opportunity—of being in the right place at the right time, with the right message.   

When you adopt an omnichannel recruiting strategy, that’s exactly what you’re doing. You’re meeting potential candidates where they are, while improving your chances of striking the right chord when they’re receptive to hear it.   

At PALIG, we’re here to support your recruiting efforts. Reach out to us if you’d like some help. For more ideas on attracting producers, read How to Build a Stronger, More Positive Agency Culture.  

Producer testimonials reflect the individual experience and opinion of the producer.  Each producer may have a different experience based on particular circumstances, markets, and products.