Hire the Right People.
Build a Stronger Agency.
Finding and keeping great employees is one of the biggest challenges agencies face. We’ve partnered with trusted recruiting and staffing resources to help you attract talent, streamline your hiring process, and grow your team with confidence.
Your Hiring Partner: CareerPlug
- Pre-built insurance job templates
- Automated screening tools
- Interview guides
- Onboarding support
- Exclusive pricing for Big “I” Nebraska members
Looking for a Career with Purpose?
Independent insurance agencies across Nebraska offer stable, meaningful careers with opportunities to grow. If you’re interested in joining the industry, learn more about career paths and open opportunities.
Need Experienced Help Without Adding In-Office Staff?
Work At Home Vintage Experts (WAHVE) connects agencies with seasoned insurance professionals who work remotely on a flexible basis. It’s a great option for agencies that need experienced support without a traditional full-time hire.
Hiring Process Tips
Once you’re ready to move forward, the resources below can help guide your hiring process.
Determine which position you are looking to fill: Producer, CSR, or admin.
Understand your needs: What skills and traits do you need for this role? The key qualities may seem obvious at first, but it often requires a deeper look. These qualities will be based on company culture, day-to-day tasks, and office personalities. Planning tools like an Ideal Candidate Profile can help you identify how to be successful.
Turn your needs into a job description and posting: The job description provides clear guidelines for the job expecations. A job posting will encompass additional information regarding your company and benefits. The quality of the job posting will dictate the quality of candidates it will attract.
Post the job online: Let the world know about your job openings. Hiring software like CareerPlug automatically shares your new job postings to every major job board, including Indeed, ZipRecruiter, Glassdoor, Simply Hired, and others.
Prepare your employment application: Resumes and cover letters vary with each applicant. Use an employment application as a follow-up for consistent information from all potential candidates.
Establish your hiring team: Determine the colleague(s) you want to help make the decision and at which point they will be involved.
Screen candidates: Review applications and select candidates worthy of a deeper look.
Test candidates: Get beyond any smoke and mirrors to peek into a candidate’s true strengths and weaknesses with online testing. Assessments can help you predict a candidate’s likelihood for success in your organization. The candidate takes the test and you are provided with a report, which provides guidance to their potential at the position.
Interview finalists: The interview is the most important part of the hiring process. This is your chance to get to know the candidate and gain insight into their skills and priorities.
Check references: These provide valuable information that cannot be determined from a resume or interview.
Provide an offer letter: Use an offer letter to make a formal written offer to a new employee. This confirms the position and what they will receive in return. We recommend that you provide a Confidentiality Agreement as well.
Onboard: Once you have a new hire you need to plan their orientation to get them up and running. Download a free 30-60-90 Day Onboarding Checklist here.