12 tips for employers hiring a lot of student, recent grads for insurance jobs

When hiring dozens or even hundreds of candidates for insurance roles, employers should focus on a recruitment strategy that blends efficiency with precision. Insurance positions—ranging from claims adjusters and underwriters to sales agents and customer service reps—require a mix of analytical skills, attention to detail, regulatory knowledge, and strong communication abilities. Employers can streamline hiring by leveraging applicant tracking systems (ATS) to filter candidates based on relevant licenses (such as state insurance licenses), certifications, and prior experience. Posting job openings on platforms like College Recruiter can help attract recent grads and early career professionals looking to start in entry-level roles within the insurance industry. Pre-employment assessments that test for numerical reasoning, regulatory understanding, and customer service aptitude can help ensure candidates meet both technical and soft skill requirements.

To efficiently manage high-volume hiring, insurance companies can organize virtual hiring events, host recruitment days, or partner with business schools and vocational programs to develop talent pipelines. Group interviews, role-playing scenarios, and case study exercises can evaluate candidates’ ability to handle tasks like processing claims, assessing risk, or handling client inquiries under pressure. Structured interviews with behavioral and situational questions allow employers to gauge how candidates approach problem-solving, compliance, and customer engagement—key qualities in the insurance field. Once hired, a thorough onboarding process that covers regulatory compliance, product knowledge, and customer interaction guidelines ensures new hires are well-prepared to contribute effectively while maintaining the high standards of accuracy and integrity expected in the insurance industry.

We recently reached out to 12 hiring experts to get their suggestions for employers who plan to hire dozens or even hundreds of students and recent graduates for early career, insurance jobs.

• Use Targeted Pre-Employment Assessments
• Avoid Over-Reliance on AI Systems
• Clearly Communicate Job Expectations
• Verify Industry Certifications Early
• Utilize Effective Pre-Hiring Assessments
• Prioritize Cultural Fit and Long-Term Potential
• Implement AI-Driven Screening Tools
• Focus on Speed and Engagement
• Enhance Customer Service Skills
• Emphasize Cultural Fit and Adaptability
• Ensure Transparency and Clear Expectations
• Bridge Technical Knowledge with Cultural Competence

Use Targeted Pre-Employment Assessments

Managing high-volume hiring in the insurance industry requires a strategic approach to ensure quality hires while maintaining efficiency. A key component of success is targeted pre-employment assessments designed to identify candidates with the specialized competencies required for insurance roles.

Effective assessments should measure skills directly relevant to insurance work. Attention to detail is critical to prevent costly policy errors. Problem-solving abilities help representatives navigate complex coverage questions. Customer service aptitude ensures positive client interactions, especially during stressful claims situations. Structured assessments provide objective data on candidate qualifications. Cognitive ability tests reveal how quickly someone can learn policy details. Scenario-based exercises assess how candidates handle difficult customer conversations. Compliance knowledge checks ensure a strong understanding of regulatory requirements.

While speed is important in high-volume recruiting, skipping proper vetting can backfire. A bad hire in insurance creates significant risks. One employee’s mistake can lead to substantial financial losses. Regulatory violations may trigger audits and penalties. Poor customer experiences during sensitive claims can damage brand reputation and retention.

Successful insurance recruiters balance efficiency with thoroughness. They use automation for initial screenings, validated assessments for skill verification, and structured interviews to ensure cultural fit. By implementing a comprehensive, data-driven hiring strategy, companies can quickly identify top talent while mitigating risks—ensuring that new hires are well-equipped to handle the unique demands of insurance work.

Brittney Simpson, HR Consultant, Savvy HR Partner

Avoid Over-Reliance on AI Systems

One thing employers should not do when hiring for high-volume insurance roles is over-rely on AI applicant tracking systems or ATS to filter candidates. For me, automation really makes hiring more efficient, but it also eliminates great candidates before a human even sees them.

I have seen this happen too many times. We work with job seekers who are perfectly qualified but keep getting rejected by hiring algorithms. The problem is, that ATS systems scan for exact keywords and preset criteria, but not potential. A candidate might have all the right skills like customer service, risk assessment, and sales instincts, but if their resume does not have the exact phrasing the system expects, they get filtered out. That is a massive blind spot, especially in high-volume hiring.

If I were running an insurance hiring process today, I would manually review a percentage of rejected applications to see who is slipping through the cracks. I guarantee you will find strong candidates, which the system overlooked. Another fix is to loosen the ATS filters and focus on human-led screening in the early rounds. Trust me, you will get more applicants with unconventional but valuable backgrounds.

I understand that high-volume hiring is about efficiency, but efficiency should not come at the cost of great hires. If you rely too much on automation, you’re not hiring the best people, you’re just hiring the best keyword match.

Stephen Greet, CEO & Co-Founder, BeamJobs

Clearly Communicate Job Expectations

I have seen many employers struggle when it comes to hiring high-volume candidates for insurance jobs. It can be a daunting task to sift through numerous resumes and conduct back-to-back interviews, but there is one thing that stands out as crucial for employers to do (or not do) during this process.

The most important thing employers should do when hiring high-volume candidates for insurance jobs is to clearly communicate their expectations and requirements from the very beginning. This means being transparent about the job responsibilities, qualifications needed, and any specific skills or experience that are necessary for the role.

Often, employers make the mistake of being vague or unclear in their job postings, which leads to receiving applications from candidates who are not a good fit for the job. This can waste time and resources for both the employer and the candidate.

On the other hand, clearly stating expectations can help attract more qualified candidates and save time in the long run. It also sets a standard for what is expected from potential employees and can weed out those who may not be serious about the position.

Evan Tunis, President, Florida Healthcare Insurance

Verify Industry Certifications Early

Hiring without verifying industry certifications leads to wasted time and money. Some insurance jobs require specific licenses, yet plenty of candidates apply without the proper credentials. If a company hires 100 people and later finds out 20 of them don’t meet licensing requirements, that’s a disaster. Doing a simple document check before scheduling interviews prevents this problem entirely. A hiring team that skips this step risks weeks of wasted effort, onboarding people who can’t legally do the job.

Paying salaries to unlicensed employees who can’t sell policies makes no sense. If each new hire earns $4,000 per month and 20 of them can’t legally work, that’s $80,000 lost before anyone notices. Verifying licenses before sending an offer letter keeps companies from paying people who aren’t qualified to do the job. Employers who build license verification into the application process save themselves from legal headaches, wasted payroll, and last-minute hiring gaps.

Michael Benoit, Founder and Insurance Expert, ContractorBond

Utilize Effective Pre-Hiring Assessments

Making effective use of pre-hiring assessments can streamline the insurance recruitment process without compromising the quality of your evaluations. Since most insurance roles require candidates with expertise in industry regulations and specific products, online tests that assess this knowledge are a great early screening tool. This allows you to focus on candidates who are most likely to be qualified for the role.

Another strategy that’s proven effective is group interviews. These not only save time during high-volume hiring but also provide insights into candidates’ communication skills, teamwork, and other soft skills essential for client-facing roles in sales or customer support.

When it comes to what not to do, don’t overlook the candidate experience, which can be especially challenging during high-volume hiring. The sheer number of applicants can make the process feel impersonal, and the extended timeline can discourage candidates and cause them to drop out of the talent pipeline. To prevent this, proactively show that you value their interest. Regularly update applicants on their status, personalize communications, and streamline the process to respect their time.

Steve Faulkner, Founder & Chief Recruiter, Spencer James Group

Prioritize Cultural Fit and Long-Term Potential

One key thing employers should do when hiring high-volume candidates for insurance jobs is prioritize cultural fit and long-term potential over just filling seats quickly.

In the insurance industry—especially in client-facing roles like brokers, underwriters, and claims adjusters—success isn’t just about technical skills. It’s about integrity, client advocacy, and long-term relationship-building, which directly impact customer trust and retention. When hiring in high volumes, it’s easy to focus on quick onboarding and meeting quotas, but failing to assess whether candidates align with the company’s values and long-term goals leads to high turnover and poor client experiences.

How to Get It Right

1. Emphasize Core Values Early – Make sure candidates understand your brokerage’s commitment to trust, transparency, and client service before they even step into an interview.
   
2. Hire for Mindset, Train for Skill – In many cases, you can teach industry knowledge, but you can’t train someone to have a service-first mentality. Prioritize candidates who are naturally problem-solvers, communicators, and team players.
   
3. Use Structured Screening & Assessments – Behavioral interviews, role-playing client interactions, and ethical decision-making scenarios help identify candidates who will thrive in insurance roles.
   
4. Avoid the “Warm Body” Trap – Don’t rush to hire just to fill roles. A high-volume hiring approach that prioritizes speed over quality leads to high attrition rates, increased training costs, and ultimately, weaker customer relationships.

At the end of the day, insurance is a business built on trust and relationships. Employers who focus on hiring the right people, rather than just more people, will build stronger, more resilient teams that drive long-term success.

Rob Roughley, Senior Advisor | Commercial & Personal Lines Broker, Roughley Insurance Brokers Ltd.

Implement AI-Driven Screening Tools

Do: Prioritize Pre-Screening & Automation

When hiring at scale, employers should use AI-driven screening tools to quickly filter candidates based on qualifications, licensing, and soft skills. Implementing automated assessments for industry knowledge and customer service aptitude helps streamline the selection process while maintaining quality.

Don’t: Rely Solely on Resumes

A candidate’s resume may not fully reflect their suitability for an insurance role, especially for sales or customer-facing positions. Employers should use behavioral interviews and role-play scenarios to gauge communication skills, problem-solving, and adaptability.

Tip: Speed is key—automating initial screenings while maintaining a personalized hiring experience can improve both efficiency and retention.

Nick Schrader, Founder, Second Western Insurance Services

Focus on Speed and Engagement

One mistake employers make when hiring high-volume candidates for insurance jobs is relying too much on generic hiring software and automated screenings. These tools filter resumes based on keywords, not real potential. They eliminate strong candidates who may not use the right industry jargon but have the skills to succeed.

Instead, employers should focus on speed and engagement. Insurance jobs—whether in sales, claims, or customer service—are competitive. If your hiring process drags on with multiple interviews and slow responses, top candidates will take offers elsewhere. Streamline the process. Conduct same-day interviews, use assessments that actually test skills, and make offers quickly.

Hiring at scale doesn’t mean hiring blindly. If you rush just to fill seats, you’ll burn through candidates who leave within months. Prioritize people who can handle rejection, stay motivated, and communicate well. In insurance, those skills matter more than a perfect resume.

James Shaffer, Managing Director, Insurance Panda

Enhance Customer Service Skills

When hiring a high volume of candidates for insurance jobs, I believe it’s crucial to prioritize enhancing customer service skills and understanding client needs. I’ve seen how candidates with exceptional communication skills and empathy tend to excel in crafting personalized insurance solutions, which is at the heart of our service model.

One approach I’ve used is role-playing exercises during the interview process, where candidates simulate client interactions. This assesses their ability to listen actively and respond with relevant insurance options. For instance, we once included a scenario where candidates needed to address a client’s concerns about rising health insurance costs, testing their ability to empathize and rationally explain policy options.

Additionally, I emphasize the importance of ongoing training focused on the latest market trends and policy innovations. We have a continuous learning program that ensures our team remains informed, which directly contributes to improved client satisfaction and retention rates. By instilling a habit of lifelong learning, new hires can adapt quickly to evolving industry demands.

Kelsey Mackley, Vice President, Kelmeg and Associates, Inc

Emphasize Cultural Fit and Adaptability

Focusing on cultural fit and adaptability is crucial when hiring high-volume candidates for insurance roles. As Treasurer for the Professional Insurance Agents of New Jersey, I’ve seen firsthand how adaptability and cultural synergy drive success. Selecting candidates who are adaptable can effectively steer the evolving landscape of the insurance industry.

During my work with Marsh Berry’s CONNECT program, I observed that candidates who excel quickly in high-volume settings are those who can efficiently manage complex information. In the insurance industry, where customization is key, hiring individuals who have shown success in similar environments can be beneficial. It ensures they are prepared for rapid-pace changes and variable workloads.

Look for people who demonstrate empathy and a commitment to community service, much like I promote through my work with Special Olympics of NJ and Make-A-Wish NJ. These qualities translate into candidates who are likely to prioritize client relationships and understand the real-world impact of your services. Hiring based on these criteria can improve both employee retention and service quality in high-volume insurance environments.

Andrew Harris, President, Liberty Insurance

Ensure Transparency and Clear Expectations

Above all, employers should not just highlight the financial possibilities. Rather, they are interested in how the basis is set up. Are there short routes to the management levels and the help needed when things get difficult? Transparency is an essential factor. If expectations are clearly communicated right from the start and these are then accepted by the other side, both parties have clarity. The company’s position in terms of digitalization is also not to be underestimated. The company should have a clear positioning here.

Stefan Fielow, Insurance broker, Stefan Fielow HanseMerkur

Bridge Technical Knowledge with Cultural Competence

When hiring high-volume candidates for insurance roles, one thing employers should definitely do is focus on training that bridges technical knowledge with cultural competence. With the diverse clientele we serve, understanding varied cultural backgrounds has been crucial. For instance, offering multilingual support in Cantonese, Mandarin, and English has not only expanded our client base but also enriched my team’s skill set.

Another aspect to consider is an exhaustive vetting process focused on prospective candidates’ adaptability, especially in dynamic regulatory environments like California. The insurance landscape here is challenging with changing legislation and market conditions. By preparing employees to navigate these, like understanding the impacts of Proposition 103 on insurance offerings, we create a workforce that can adapt rather than react.

Avoid over-focusing on the traditional metrics of success, like solely past sales figures, when evaluating potential candidates. Instead, emphasize candidates’ ability to build meaningful client relationships. This is something we’ve embodied by emphasizing education and transparency in our customer interactions, shifting from policy sellers to trusted advisors.

Karson Kwan, Owner, Kwan Insurance Services