HR and Staffing

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.

Retirement Planning Week is a good time to remember that less than half of Americans have substantial retirement savings.

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.

Despite the constant push for people to develop a reasonable plan for a comfortable retirement, procrastination seems to get in the way.

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.

Agency principals are far more likely to succeed when they build a perpetuation plan around people, agency value, capital and time.