Aggressively expanding your business while working to retain existing revenue requires top talent – and it’s a challenging endeavor to find and keep producers that are up to your standards. So what’s the secret to effective recruiting and hiring? Those with success are on the lookout at all times, and they spot talent because they know what they’re seeking. One good way to start: re-evaluate your job descriptions.

Evaluate your need
Writing a thoughtful job description will not only fuel your recruiting efforts; it will sharpen them. By writing down concrete ideas, you’ll form a clearer idea of what it takes to be successful in the position, allowing you to better recognize a good fit.

Moreover, a well-written posted job description sells your value as an employer, differentiating your agency from the countless others seeking to employ the best and convincing talented prospects to invest time applying. Don’t limit a job description to a list of requirements – your style should positively reflect company culture. Check out Zywave’s model Producer Job Description located in Agency Resources to get started.

A perennially useful tool
A well-crafted job description is the cornerstone of your efforts to attract successful producers, and its uses transcend the recruiting stage. It:

• Sets your agency apart from competing employers.
• Makes clear to recruits what is expected, attracting interested candidates.
• Serves as a reference guide for determining comparable industry compensation.
• Functions as a foundation for formulating pertinent interview questions.
• Provides a basis for employee reviews, compensation potential and career paths.
• Serves as legal documentation in the event an employee files a termination or discrimination lawsuit against the company.

Your guide to selection
When you’re satisfied with a job description, follow it with a rigorous selection process guided by what you’ve written. Do what it takes to ensure that your interviewees are competent. Standardized tests can provide an initial filter, but they should be followed with an interview structured around the skills listed in the job description.

During the interview, make specific, concrete observations about the candidate’s aptitude in each key skill area (selling, personal skills, interpersonal skills, motivation, etc.). Each observation about a candidate should relate to a qualification in the job description – it is important to remember that a person you like is not necessarily the right person for the job.

A gut feeling is an invaluable tool in hiring – when supported by a solid job description and an objective selection process. Take the steps necessary to ensure the next person you hire is one that will make an impact.

©2010 Zywave, Inc. All rights reserved.