HR and Staffing

When dealing with millennials in the workforce, don’t let individual success traits get lost in a sea of generalizations.

The threat of outside opportunities luring away your top talent is always looming, which makes high employee turnover a constant challenge in any industry.

A growing number of retailers will close their doors for good in 2017—which gives you the opportunity to hire quality people who know what it’s like to work in a challenging environment.

Armed with a new arsenal of technology tools, tech-savvy agencies will not only increase customer loyalty, but also recruit and retain millennial employees for insurance jobs and careers.

Your agency can’t just post entry-level job openings online and wait for applications to roll in—especially if you’re trying to attract the best and the brightest.

High-potential employees possess many of the same attributes as top performers who have limited advancement potential. Here are three ways to differentiate between them.

How do you make sure your new hire’s skills match your agency’s priorities? The right relationship starts with a thorough onboarding process.

Typical approaches to enhancing teamwork not only don’t work—they’re often counterproductive.

After 30 years in the insurance industry, Jacki Frank’s priorities have shifted from growing her agency to maintaining relationships in her personal life.

Loretta Fuller found success by pursuing a construction specialty in the D.C. area—and by working to improve her individual staff members first and foremost.