How insurance agencies
can hire and retain top talent
By Kellie Lail
Success in business starts with a strong team, and every agency owner knows that the right people can make all the difference. In today’s competitive market, expanding your team might feel daunting—but it doesn’t have to be. You already hold the key pieces; you just need the
blueprint to bring them together.
By prioritizing a streamlined hiring process, you can attract top talent, foster leadership and professional development, and build a workforce that fuels long-term growth and client satisfaction. Navigating the hiring landscape starts with understanding the key challenges ahead.
Let’s break down the most common hiring challenges in the insurance industry:
Talent shortages. According to ManpowerGroup’s 2025 Global Talent Shortage survey, 74% of employers report struggling to find skilled talent. This doesn’t mean that the right candidates aren’t out there—it means that ensuring your agency’s job openings stand out against the competition is more important than ever.
High turnover. A bad hire can be a costly mistake. According to the U.S. Department of Labor, the average cost of a bad hire is up to 30% of the employee’s first-year earnings. It’s important to ensure both thorough hiring processes and retention practices to avoid the cost of high turnover rates.
Poor culture fit. Many hiring managers focus solely on a candidate’s qualifications on paper—but what about their learning and communication styles or the type of managerial support they may need to be at their best? A great hire isn’t just about qualifications on paper; it’s about how they fit into your company culture. Prioritizing cultural fit leads to better engagement, productivity, and long-term success.
Long hiring processes. Top-performing candidates do not last long on the job market. According to Criteria Corp, top candidates are typically only available for about 10 days before securing a position. This brief window underscores the importance of a swift and efficient hiring process to attract and secure your next dream team member.
The blueprint for attracting top talent
Now that we know the challenges, let’s focus on some strategies to overcome them.
Define your ideal candidate. Think about the qualities, skills, and experience that would make someone the perfect fit for your team. Are you picturing a clone of your top performer? Someone who fills a specific skills gap? The clearer your vision, the better you can tailor your hiring process to attract the right person. Put yourself in your ideal candidate’s shoes—what speaks to them?
Sell the opportunity. A job posting shouldn’t be a laundry list of daily tasks—it’s your opportunity to market your agency, just like you would to any sales prospect. Why should someone choose your agency over the competition? Do you mentor all of your new young agents, pay for licensing, or have an especially unique training process? Highlight the benefits of working for you. Candidates aren’t just looking for a check, they’re looking for career growth and opportunity.
Great teams don’t just happen; they’re
built—through strong leadership
and a thriving workplace culture.
Expand your talent search. Finding great talent isn’t about luck—it’s about a multi-channel approach:
Job boards. Make sure your posting is visible where top candidates are looking. Remember, candidates often use filters for salary, hybrid work options, and specific benefits—so highlight what makes your opportunity attractive. Just as you’re evaluating them, they’re evaluating you.
Employee referrals. Ask your current team for referrals. A study by Recruiter.com found that companies utilizing employee referral programs have average retention rates of 46%, compared to 33% for those relying solely on career sites.
Social media. Don’t underestimate its power! Many professionals find job opportunities through platforms like LinkedIn and Facebook. A simple post in the right group could lead you to your next great hire. Think of professional associations, local job boards, and even alumni or university career groups.
Streamline the hiring process. Once the candidates are flowing, speed matters. Your position is likely not the only role a candidate applied for and you want to be able to snag that top talent before they’re gone.
Utilize screening tools like personality assessments, pre-screening questions, and video interviewing tools to automate your hiring practices. These tools will allow you to filter applicants quickly, gauge long-term fit, and assess candidates efficiently. Automation can help you identify the best-fit candidates faster, ensuring you don’t miss out on top talent.
Maintaining a team that drives success
Great teams don’t just happen; they’re built—through strong leadership and a thriving workplace culture. As a leader, you set the tone by fostering an environment where employees feel valued, supported, and inspired to grow, both personally and professionally.
Celebrate their accomplishments, big and small, to foster motivation and loyalty. Embrace diversity within your team, recognizing that different perspectives drive innovation and growth. Always encourage professional development, whether it is learning new skills or refining those that already exist.
Building a strong team isn’t just about hiring—it’s about building a team that powers your agency’s future. By refining your hiring process, embracing a multi-channel approach, and fostering a culture of leadership and development, your agency can attract and retain top talent.
With the right strategy in place, you’ll not only overcome hiring challenges but build a thriving team that drives long-term success. Every hire matters. Make yours count.
The author
Kellie Lail, digital content coordinator at Ideal Traits, has four years of experience helping insurance agents streamline their hiring strategies. With a passion for education, Kellie empowers agencies with proven insights to drive growth.
