Advice for Employers and Recruiters
14 tips for employers hiring insurance candidates who are early in their careers
Employers who want to hire candidates who are early in their careers for insurance roles should prioritize the likely enthusiasm for learning and strong analytical abilities over the lack of direct experience that many of those candidates will have.
Seek individuals who demonstrate attention to detail, excellent customer service skills, and a knack for handling complex information. Candidates with backgrounds in finance, mathematics, or business often adapt well, but don’t overlook those with diverse educational paths who bring fresh perspectives. Emphasize training and development opportunities to attract candidates eager to build their expertise. Providing mentorship and clear career progression pathways can also help establish long-term commitment and success in this specialized field.
We reached out to 14 hiring experts to ask for their advice in an effort to uncover tactical and strategic tips for how best to hire students, recent graduates, and others early in their careers for insurance roles. By embracing these expert recommendations, companies can streamline their hiring practices and attract top talent effectively.
- Focus on Problem-Solving Abilities
- Emphasize Digital Literacy and Customer Service
- Engage with Young Talent Early
- Highlight Professional Development Opportunities
- Provide Clear Career Roadmaps
- Assess Candidates’ Behaviors and Skills
- Simplify Job Descriptions and Applications
- Prioritize Communication and Transparency
- Seek Eager Learners
- Personalize Onboarding Experiences
- Prioritize Emotional Intelligence
- Incorporate Situational Questions
- Encourage Diverse Educational Backgrounds
- Emphasize Company’s Mission and Development
Focus on Problem-Solving Abilities
I’d encourage employers to focus on assessing problem-solving abilities and customer service mindset over strict insurance experience requirements. Here’s why:
The technical aspects of insurance can be taught, but strong analytical thinking and genuine empathy for clients are foundational skills that make great insurance professionals. Consider setting up interview scenarios where candidates work through real-world insurance situations—like helping a confused client understand their coverage options or analyzing a complex claim. This reveals how they think on their feet and communicate complex information clearly.
When evaluating early-career candidates, look for experiences that demonstrate these skills, even if they’re from different industries. Someone who excelled at explaining technical concepts in a retail role or showed strong attention to detail in an administrative position could be an excellent fit for an insurance role. The key is identifying transferable skills that align with what makes someone successful in insurance: attention to detail, clear communication, and a dedication to helping others navigate challenging situations.
For example, instead of asking, “Have you worked with commercial liability policies?” try questions like, “Tell me about a time you had to explain something complicated to someone who was frustrated or confused.” This gives candidates from diverse backgrounds a chance to demonstrate relevant abilities while helping you identify those with the right foundational skills to grow into strong insurance professionals.
Remember that investing in comprehensive training for these promising candidates pays off in the long run. A motivated individual with strong core competencies and a genuine interest in helping others will likely become a more valuable team member than someone with surface-level industry knowledge but weaker soft skills.
Greg Milliser, CEO, NewLife Senior Insurance
Emphasize Digital Literacy and Customer Service
The most impactful change we made to our hiring process was shifting from traditional insurance experience requirements to focusing on digital literacy and customer service aptitude for entry-level roles. Modern insurance professionals need to be comfortable with AI-powered quoting platforms and digital client interactions more than they need prior industry knowledge.
We now include a practical assessment where candidates interact with our quoting platform and handle simulated client scenarios. This approach has increased our new hire retention by 65% and reduced training time by weeks, as we’re selecting candidates who are naturally adaptable to insurtech tools. Traditional insurance knowledge can be taught, but the ability to confidently navigate digital tools while maintaining genuine client relationships is far more valuable for today’s insurance landscape.
Ryan Wood, Sales Director, Insurance Geek
Engage with Young Talent Early
We’ve found that the most impactful way to enhance hiring for early-career insurance roles is to engage with young talent while they’re still charting their career paths. We consistently see that companies who connect with students early—starting from high school through the first years of college—build stronger talent pipelines than those who wait until graduation.
What makes this approach particularly effective is that when we partner with insurance companies to reach young talent, we help them showcase the aspects that truly resonate with today’s graduates. This includes highlighting clear advancement pathways, flexible work arrangements that balance structure with autonomy, and meaningful mentorship programs.
We’ve seen firsthand how these elements can transform an insurance career from being perceived as “just another job” into an exciting professional journey. What makes this strategy powerful is its dual benefit—employers get to shape their future workforce while students discover rewarding career opportunities they might have otherwise overlooked. It’s about creating those early touchpoints that help young talent envision their future in insurance, rather than trying to convince them after they’ve already set their sights elsewhere.
Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search
Highlight Professional Development Opportunities
Looking to improve your hiring process for early-career insurance roles? My top piece of advice would be to emphasize professional development opportunities within your recruitment strategy. When I first started, I noticed that our young applicants were as much interested in career advancement and learning opportunities as they were in immediate job specifics. We switched our focus to clearly communicate the prospects for professional growth, mentorship programs, and continuous learning opportunities. The process saw not only an increase in applicants but also the quality of applications elevated significantly. Offering an environment that fosters professional growth is imperative to attract the best talent in early-career insurance roles.
William Odom, President & CEO, Deerfield Advisors
Provide Clear Career Roadmaps
I think employers need to rethink how they present roles to early-career candidates. Many of these individuals want clarity on what success looks like and how the role fits into their career path. We started offering a detailed roadmap during interviews, outlining potential growth from entry-level to leadership, and it increased offer acceptance rates by 35%. Demonstrating a commitment to their future builds trust and encourages candidates to see your company as a place to grow their careers.
Creating a hiring process that prioritizes potential and transparency leads to better outcomes for everyone involved. Early-career professionals are eager to contribute and grow, and showing them that you value their development from the start can set a positive tone.
Michael Benoit, Founder and Insurance Expert, ContractorBond
Assess Candidates’ Behaviors and Skills
As a licensed insurance agent, I understand what it takes to succeed in the industry. The most important considerations when hiring for early-career insurance roles are the candidates’ behaviors and skills. Insurance is a highly detail-oriented field, and new agents need to be quick studies to absorb large amounts of information in a relatively short time frame. Insurance agents need consultative sales skills. They should be able to counsel individuals on the best options based on their specific circumstances. When hiring for these roles, be sure to include a skills test and to ask open-ended questions that test candidates’ problem-solving abilities. Observe how well candidates are able to absorb and apply new information. By testing candidates’ skills before hiring them, you help ensure the best possible fit for your insurance agency.
Susan Snipes, Head of People, Remote People
Simplify Job Descriptions and Applications
A clear and streamlined job description and application process is the best way to improve your hiring of early career candidates in the insurance industry. With job descriptions, focus on transferable skills and foundational knowledge. Early career candidates may not have much (or any) direct experience in insurance so you may lose out on strong candidates if you put too much emphasis on domain-specific experience.
I also recommend avoiding jargon or unnecessarily complex/high-level language in job descriptions. Again, you’re targeting individuals who may have limited experience in the profession, and a job description that’s loaded with terms or concepts they don’t understand can make them feel they’re not sufficiently qualified to apply.
Going along with this, I advise keeping the application process as fast and straightforward as you can. Young candidates especially are likely to be put off by complicated, multi-step applications. They are also more likely to be completing applications on their phone, so you want to make sure that yours is mobile-friendly.
Steve Faulkner, Founder & Chief Recruiter, Spencer James Group
Prioritize Communication and Transparency
I have had the opportunity to work with many employers in the process of hiring early-career individuals for insurance roles. Based on my experience, one piece of advice I would give to employers is to prioritize communication and transparency throughout the entire hiring process.
Communication is key when it comes to finding the right candidate for an insurance role. It is important for employers to clearly communicate their expectations and requirements for the position, as well as provide timely updates about the status of candidates’ applications. This helps set clear expectations and ensures that both parties are on the same page.
Transparency is also crucial in building trust between employers and potential employees. Employers should be transparent about their company culture, benefits, and growth opportunities, as well as any potential challenges or limitations of the role. This allows candidates to make an informed decision and helps avoid any surprises down the line.
Furthermore, involving current employees in the hiring process can also be beneficial. They can offer valuable insights into the company culture and what skills and qualities are needed for success in the role. This not only helps attract top talent but also promotes a sense of inclusivity within the organization.
Evan Tunis, President, Florida Healthcare Insurance
Seek Eager Learners
It would be to focus on finding candidates who are eager to learn and grow. While they may not have years of experience, a positive attitude and a willingness to develop new skills can make all the difference. When hiring, look for people who show potential, not just those with a list of qualifications.
I’ve found that assessing qualities like problem-solving, communication, and a genuine interest in helping others is often more important than technical knowledge at the start. A strong support system, including a solid onboarding process, will help them get up to speed quickly and feel confident in their new role. This approach has been essential in building a team that thrives and grows together.
Steve Case, Consultant, Insurance Hero
Personalize Onboarding Experiences
To improve hiring for early-career insurance roles, focus on personalized onboarding experiences. Building strong, personalized client relationships is crucial, and this ethos extended to our hiring. Tailoring onboarding with mentors lets new hires acclimate faster, boosting confidence and performance.
Use real-world scenarios to assess candidates during interviews. For instance, asking candidates to suggest insurance packages for varied client profiles provides insight into their problem-solving abilities and client-first mindset—skills we prioritize.
Also, emphasize continuous education. We’ve seen significant success by empowering employees with knowledge, which benefits both their growth and our client service quality. Education isn’t just useful for policy terms but is integral in fostering a culture of informed, proactive employees.
Brandon Stanley, Business Owner, Stanley Insurance Group
Prioritize Emotional Intelligence
A valuable piece of advice for employers looking to improve their hiring process for early-career insurance roles is to prioritize Emotional Intelligence (EQ) as a core trait. Insurance professionals frequently deal with clients in stressful or emotionally sensitive situations, so a candidate’s ability to show empathy and handle these moments with care is essential.
In addition to assessing technical skills, evaluating how candidates manage their emotions, communicate, and demonstrate empathy through behavioral interviews or EQ assessments is key. Hiring individuals with strong EQ ensures they have the emotional resilience to support clients during tough times.
A team with high EQ fosters stronger client relationships, boosts customer satisfaction, and creates a positive work environment. Focusing on EQ helps employers build a more empathetic and effective workforce.
Shawn Plummer, CEO, The Annuity Expert
Incorporate Situational Questions
Early-career candidates often don’t have a lot of experience or specialized skills just yet, but don’t overlook the importance of soft skills like communication, problem-solving, and adaptability, these are crucial in the insurance industry. To really get a sense of these qualities, consider incorporating situational questions and role-playing exercises into your interviews. This approach can help you discover candidates who are ready to hit the ground running and grow with your company.
Gary Edwards, Owner, Voceer
Encourage Diverse Educational Backgrounds
When hiring for entry-level insurance roles, encourage diverse educational backgrounds. While some experience and basic knowledge are valuable, this industry thrives on adaptability, critical thinking, data analysis, and the ability to build relationships.
Transferable skills of candidates from psychology, communication, law, statistics, or finance enrich the insurance industry and bring innovation and out-of-the-box thinking. Different academic disciplines provide various ways of processing information, solving problems, and approaching challenges.
Although technical details and textbook knowledge are important, the right candidate will master them quickly. What’s harder to develop are communication and negotiation skills or the psychology behind selling. In the long run, knowledge and skills beyond the strict boundaries of the insurance industry can be key indicators of sales performance and bring innovative solutions to the table.
Nina Paczka, Career Expert & Community Manager, MyPerfectResume
Emphasize Company’s Mission and Development
Insurance is an incredibly competitive industry, so attracting the best talent is crucial to achieving lasting success. During the hiring process for early-career roles, I believe emphasizing the company’s mission and every worker’s role within it is fundamental to building a thriving business.
We know every employee contributes to our success, so we strive as a company to help individuals learn new skills and put them into practice. As professional development is a powerful motivator for the next generation of workers, businesses should convey (and prove) how career progression is a significant priority.
From job advertisements to interviews, making sure the hiring process covers how the business supports its workers through professional development helps attract and place the best talent in early-career roles. If done right, these people will soon move into more senior positions, leading to greater institutional knowledge and performance.
