Magazine

To address the talent shortage, here are five successful, replicable strategies already in motion to recruit the next wave of insurance talent in 2026 and beyond.

AI may reduce manual work, but it does not reduce the need for skilled people. In fact, it increases it.

Every agency has its own “unwritten rules”: those lessons, bits of wisdom or do’s and don’ts that may not show up in trainings or be written down anywhere but make all the difference in running a successful business

Independent Agent magazine speaks with an agent from each revenue category about their experiences with the Best Practices Study and how their business operates.

From producers to client managers and service teams, former student athletes are likely to embody the personal discipline and soft skills necessary to have successful insurance careers.

As hard as it may be to believe, the oldest wave of Generation Z is now hitting their late twenties. While Gen Z insurance needs are evolving, they’re not too different from their predecessors.

Your next hire could work remotely, in-person or on a hybrid schedule. Review your management style to build a collaborative culture regardless of employees’ locations.

Unfortunately, not every Pam finds their Jim. And when workplace romances come to an end, things can get messier than dropping a pot of chili.

​Despite the abundance of electronic job boards, social media platforms and behavioral assessment tools, finding the right talent is still a labor-intensive process.

Wirthlin served in the U.S. Army for four and a half years as a fire support specialist and paratrooper. While military service brought great experiences, he realized he needed a new occupation and found insurance was a great fit.