Insurance agencies rely on strong relationships. Agents build trust over time, and clients count on
timely communication, accurate policy handling, and proactive customer service. However, if
team member turnover is high—as it often is in many insurance offices—those responsibilities get
shuffled or lost altogether.
With a leaner team, a common issue is a lack of clarity or consistency in assigning who manages
the CRM. If no one takes full ownership of follow-ups, lapsed payments, or cross-sell
opportunities, the system fails. Poor accountability is not just a matter of inefficiency—it’s also a
matter of lost revenue and damaged client relationships.
As a business owner, you do everything possible to keep expenses low. There is a high cost to
constantly taking time to hire, onboard, and train new team members. The ‘revolving door
syndrome’ growth drains internal resources.
Remote Workers: A Potential Cost-Saving Solution
One solution gaining momentum in the insurance industry is hiring remote workers for
administrative, service, and client retention roles.
Remote work isn’t a new concept. Remote work moved to the spotlight during the global
COVID-19 Pandemic. The world has readjusted again, nearly five years later. The work world
has transitioned from 95% in-office to remote and back to in-office. Many workers are required
to work with employers who have an office-based requirement, even if it’s just once a week or
once a month.
Insurance sales is an industry many believe is an in-office position. Keep in mind that remote
workers are successful when finding a disciplined and self-motivated team.
Are you considering a remote team? If so, understand how this unique team fits within your
business plan. Keep in mind that managing a remote team comes with its own set of challenges,
such as communication barriers and potential feelings of isolation. However, with the right
systems and processes in place, your team can effectively manage these challenges.
Potential Lower Overhead Costs: The cost of workspace gets transferred from expensive
real estate to a home environment, presenting a significant opportunity for cost savings
Access to a vast talent pool. By recruiting remotely, you tap into a national talent pool.
You can find skilled and experienced insurance professionals in markets where
competition and wages are more favorable.
Greater Accountability with the Right Systems: Remote professionals specializing in CRM
management and client retention are often more task-oriented and self-disciplined. When roles
are clearly defined and supported by performance tracking tools, such as project management
software and regular check-ins, remote workers can be even more efficient than in-house staff.
The key to success, however, lies in the hiring process, a crucial decision that can significantly
impact your business.
Five Reasons to Consider Talent Outsourcing
When working with a small team, sales may go back to the agency owner. You might think, “I just
need to get past…” but delaying hiring for a week can turn into several months. During that time,
you lose potential sales. Outsourcing your hiring process to specialized sourcing companies can
make a big difference. You don’t need to have a large office to gain efficiency. An outside sourcing
recruiting firm can fill that role for you.
Here’s why outsourcing your hiring can be a game-changer:
- Specialized Vetting: Industry-specific recruiters know how to identify candidates who are
licensed, experienced, and comfortable working with CRM systems such as Salesforce. - With a sourcing partner, you can expect faster hiring cycles. A sourcing partner likely has
a ready pool of talent and a proven hiring process in place. The benefit to you is that it
pipelines qualified candidates on board more quickly than if you were to rely solely on
internal HR. - Long-Term Value: Strategic recruiting ensures you’re not just filling a seat but building a
team that stays. This long-term approach should give you a sense of security, knowing that
a solid team helps reduce turnover, saving you both time and money in the long run. - Reduced Hiring Risk: Partner with a sourcing partner who is an expert in the insurance
field. Their expertise means increased confidence in their ability to meet your needs.
Confidence in their capabilities. - Focus on Your Core Business: Hand off recruiting so you and your team can focus on
what you do best, selling, servicing clients, and growing the agency.
In the final analysis: Hiring with a Specialist Lens
Without a strong team, an insurance business can’t establish the essential foundation for success,
such as building solid client relationships and delivering top-quality service. If your office is
struggling in these areas, consider reevaluating your hiring process not only with a fresh
perspective but also by involving a new partner.
There are sourcing companies that provide you with warm bodies, and then there are specialized
sourcing companies explicitly designed for the insurance industry. These specialized companies
understand the fast pace of what it takes to run a successful office. They understand the day-to-
day processes. They have a track record of successful sourcing.
Future success requires a high-performing team. It also requires you to focus on the bigger
picture, not getting involved in the hiring stage. When you can reduce turnover by having an
accountable and committed team, long-term success will be yours.
Identify the right talent you need to protect the relationships you’ve worked so hard to build.
With the right team, your business can not only survive but also thrive. Your customers deserve it.
Your business depends on it.