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Are you a business owner or manager in a small town that needs to hire? Well, you’ve got some options and I’m going to run through them with you. This came as a result of me having a conversation with the multi-line insurance agency owner.
You can choose a well-known jobs platform or perhaps a recruiting whose company you’re familiar with. Many people can get results that way. However, if you've already have lost an employee, or know that you're losing someone within a week, the disadvantage of choosing that option is that it takes a while for the momentum to ramp up and for you to get qualified candidates to interview. So that's a disadvantage.
I know an agency owner who is a ‘one agent owner’ in a town of 2500. Not only does he know the name of each of those 2500 people (whether they're insured with him or not), but he knows their dogs’ names. Yes, I'm not even remotely kidding. I've been several times to this particular town and seen it for myself. So, if you're in a small town in and you've been actively engaged on Facebook for any length of time, you could do a soft launch for the job opening on social media. Simply describe the type of person that you're looking to interview and the people in that town (usually very close knit) will identify names of people you should speak with. Very, very innovative, important idea.
Talk with your team members, and identify in your customer base your top five highest centers of influence in your town. Who is that? Well, only you can decide, but it could be the number one hairdresser. It could be the number one attorney. It could be the top two teachers - one in elementary and one in high school. It could be a high school counselor. What we're looking for are people that already have a running mental inventory of the characteristics of a person that is going to fit your enterprise.
A couple of important considerations:
1. Consider their level of integrity – there is nothing more important. Do whatever you need to understand the impact integrity had on their previous employment – references, conversations with previous employers – whatever it takes. Take the time you need to get this one right.
2. Your candidates must have a minimum of at least intermediate computer skills. If they don’t, they’re not qualified to talk with you.
3. Don't hire a candidate full time without having them come in for a day or two to see if they fit the culture of your office, and have the basic technical and other skills required for the position. Before five o'clock at the end of the very first day, you're gonna know if they’re the right person.
Peace, love & gumbo!
Marvin LeBlanc, LUTCF, CNP
As always, please post your own insights here on the blog or contact me directly at Marvin@MarvinLeBlanc.com. I’d be honored to hear from you, either by email or let’s set up a 15 minute phone chat. You’ll be glad we did.
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