Employee Benefits Practice Leader - Cleveland, OH

This is a great chance to work with one of the leaders of the Midwest.  Our client needs a dynamic employee benefits person to take over a growing, existing practice in Cleveland.  This person is going to manage both service and sales and will be responsible for executing the company's vision.  The client plays in the 100 - 1,000 life arena on average and needs someone that has this experience.

Employee Benefits Practice Leader 
Our client is a leading independent agency in the Midwest and is in a rapid stage of growth.  They are currently seeking a dynamic individual to join their team as a Practice Leader for their Employee Benefits team in Cleveland.  You will provide strategic planning, leadership, sales management, oversight of client service and much more.  The ideal candidate will have previous leadership experience working for a large regional or national independent agency, is still motivated to expand spheres of influence to develop new business development opportunities, and can mentor and motivate both sales and client service staff members.

Employee Benefits Practice Leader Responsibilities
Influence and support customer and prospective relationship development.
Manage Employee Benefit sales team to identify and close new business activity.
Manage insurance carrier access and support as needed, along with market relationship development to find new products and services for clients and prospects.
Ability to engage corporate resources to support departments including sales and marketing, information technology, accounting and finance, human resources, and facilities management.
Work with regional executive team to identify possible agency acquisitions.
Support the development and management of department budget and expenses per corporate guidelines.
Influence and support strategic planning initiatives including producer and personnel development.

Employee Benefits Practice Leader Requirements
8-10 years of experience working in an independent agency setting.
Previous management experience a must, preferable in an agency setting.
Must possess applicable state insurance license, with additional professional designations like CEBS, RHU a plus.

Please contact Scott Thompson for immediate confidential consideration and additional details.  Email:  sthompson@insurance-csg.com  Phone:  515-987-0242 ext. 17  See our website at, www.csgrecruiting.com/ins_opportunities.htm for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

How Account Managers can Improve their Resumes

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

Director of Commercial Insurance Sales - Phoenix, AZ

This is a terrific opportunity for a proven sales leader.  Our client is seeking someone with a strong property and casualty background that can grow a satellite office for a large, regional independent agency.  This person must absolutely have a strong vision, sales leadership skills and the ability to develop new producers.  This client plays in the large middle market and risk management arena and needs someone with similar experience.

Director of Commercial Insurance Sales 
Our client is a respected insurance brokerage recognized as a leader in the size and scope of its risk management operations. As Director of Commercial Insurance Sales, your responsibilities will focus on growing the agency's upper middle market division.  The results of your leadership should include: new producer development and training, existing producers growing upward in the size and profitability of accounts, new market penetration and the creation of a team based sales approach.   This opportunity allows you to participate in the sales process without being on the front lines of prospecting.  To be qualified for a this role you must offer success in individual brokerage sales, strategic marketing and program design as well as sales leadership.    

Director, Commercial Insurance Sales Responsibilities:
Create a team based sales platform designed to win bigger accounts; you'll act not as the front line prospector but as the closing expert.
You'll be involved in all phases of the sales cycle with junior and experienced producers; you'll evaluate risk management needs, participate in contract reviews and marketing negotiations; you'll emphasize the BOR model.
Take up several agency marketing and branding initiatives.

Director, Commercial Insurance Sales Qualifications:
At least 7-10 years of experience in commercial insurance brokerage; it’s important you have demonstrated success individually producing new business though in this role you will play many more roles than producer.
Understand how to drive an agency's marketing segments into middle market ($200k premium or higher) and establish the necessary backroom support and value added services to win risk management accounts.
Progressive experience in sales leadership; you desire the role of team leader with the ability to appropriately dedicate time to employee development, strategic expansion and developing a BOR sales strategy.

Compensation is commensurate with experience and includes a guaranteed salary with commission on new business production.

Please contact Scott Thompson for immediate confidential consideration and additional details.  Email:  sthompson@insurance-csg.com  Phone:  515-987-0242 x17  Fax 515-987-0004  See our website at, www.csgrecruiting.com/ins_opportunities.htm for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

How Account Managers can Improve their Resumes

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

How Insurance Account Managers can Improve their Resumes

Good Morning Everybody!  Today, I’m going to talk about resumes.  Because I focus on recruiting in the insurance industry this article will be specifically geared towards account managers and account executives and how to better sell themselves on their resume.  However, I think that the spirit of what I have to say is pretty universal. 

Before we get started I want to wish everyone a Happy Thanksgiving!  I can’t believe it is next week!  Thanksgiving is one of my favorite times of the year because I love the following:

• Eating
• Football
• Celebrating my daughter’s birthday
• Spending time with family

I also love Thanksgiving because it allows me display my most prized possession.  Last year my wife got me the greatest Christmas gift of all time and she gracefully allows me to display it from Thanksgiving to New Years.  Below is quite possibly my favorite new tradition of Thanksgiving.

It's a major award!!!!

 Now back to resumes.  Often times I come across account manager’s resumes that say the same old thing over and over again for each of their jobs.  It looks something like this:

Company A                                                                                                                        Insert Date Here

Account Manager/CSR/Account Executive                                                                          Yourtown, USA

• Processed certs
• Marketed accounts
• Answered phone calls

They then move on to Company B and say:

Company B                                                                                                                         Insert Date Here

Account Manager/CSR/Account Executive                                                                          Yourtown, USA

• Processed certs
• Marketed accounts
• Answered phone calls

The problem here is that by simply putting account manager, CSR or account executive as your title I already know this.  When you are writing a resume and are intending to stay in the industry you need to put some meat in there. 

I consider myself to be average and I can tell you that I am so frustrated when I see things like this because it tells me nothing.  If you really want to create interest you need be very specific.  Here are the things you should put on your resume that are really important.

1.  Are you working with personal lines, commercial lines or employee benefits?

2.  What industry groups do you have experience with?

·        This is really important and honestly it goes farther than the resume.  Account managers need to be able to answer this.  It doesn’t matter if you handled a true generalist book and every account was in a different industry.  List some of them out. 

3.      Specific information about the book you are working on

·        As an account manager you need to know at least some of this information and list it on your resume. Things that you should include are:

Ø      Book size in revenue or premium

Ø      Client count

Ø      Average revenue or premium size

Ø      Number of producers

Ø      Special circumstances – are you producing? Is it self funded?

4.      What are your specific duties?

·        Instead of what I shared above you need to share things that will set you apart

Ø      Did you do new or renewal marketing

Ø      Do you make client visits

Ø      Do you present renewals to clients

Ø      Do you handle claims

This is the type of stuff that needs to go on your resume.  The last thing that you should be thinking of are what sets you apart from you co-workers.  Think hard.  There is something.  Find a way to put this on your resume!

Good luck out there and as always please feel free to leave comments or email me at sthompson@insurance-csg.com.  

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

Thank You Notes vs. Thank You Emails

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

Employee Benefits Account Manager - Seattle, WA

Hi Everyone!  This is a great opportunity for a very well respected independent agency.  Our client is looking or a strong account manager that can take on a large book of middle market business in the 100 - 500 life range.  They need someone with good self funded experience and good client facing skills.  Let me know if you know of anyone or have an interest yourself!

Employee Benefits Account Manager

Our client is a large insurance agency recognized as a national leader in the size and scope of its risk management operations.  They are a relationship driven firm focused on impacting many specialized P&C and employee benefits markets.  They seek an experienced professional with a strong group benefits background as an Employee Benefits Account Manager.  This position is responsible for providing insight and knowledge into the health and welfare plans for middle market clients.  You'll identify coverage gaps and advise insureds on solutions for achieving long-term cost savings.

Group Employee Benefits Account Manager Responsibilities:
Act as the primary contact in a client service capacity to existing clients.
Administer marketing and renewals as well as daily service functions.
Develop and manage short and long range benefit strategies for clients to foster strong relationships.
Assist in the mentoring of the account service team and act as a resource to the department
Coordinate and manage the activities of marketing and renewals, recommending measures to improve satisfaction, performance, and cost
Participate in market meetings, seminars, and training programs as directed

Group Employee Benefits Account Manager Requirements:
A minimum of three (3) years group benefits service experience as an Analyst or Account Manager.
Taft/Hartley experience is required.
Hold an active WA L&H license.

Please contact Scott Thompson for immediate confidential consideration and additional details.  Email:  sthompson@insurance-csg.com  Phone:  515-987-0242 x17  Fax 515-987-0004  See our website at, www.csgrecruiting.com/ins_opportunities.htm for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

Thank You Notes vs. Thank You Emails

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

Corporate Risk Manager - Chicago, IL

This is a really exciting opportunity for someone with corporate risk management experience that is also experienced with risk purchasing.  Please let me know if you have any questions.

Corporate Risk Manager
My client's business is the exploration, production, refining, trading and distribution of energy. With a workforce of 80,000 employees, my client operates across six continents. Due to succession planning they are offering an opportunity to join their Risk Management department in Chicago. The Insurance Risk Solutions is a 17 member team based in London with 4 insurance and risk management professionals located in Chicago. The team in Chicago has general responsibility to implement the Group's Policy on Insurance for all its operations in the Americas, and work with the London team on global risk and insurance issues. This new hire will provide risk management and insurance services to my client's global business units and play a key role serving the risk and insurance needs of the Group. You will need to maintain close relationships with operating businesses, Treasury, Tax, and Legal.

Corporate Risk Manager Responsibilities
Overseeing insurance programs, supervising outsourced agents, working with the captive insurers, and participating in several risk management projects or activities such as risk engineering, contractual risk allocation, financial assurance, environmental risk management, etc. There will be opportunity to develop and apply new risk management and insurance techniques.
Implementation of Group Insurance Strategy: Provide practical advice to Business Units on the application of the Group's Policy on Insurance, which broadly describes the Group's risk retention philosophy.
Develop a keen understanding of client's hazard risks along with the risk management options available to deal with those risks. Develop and participate in value adding risk management projects to provide insurance and wider financial market solutions to risks.
Manage, plan, and arrange specific insurance purchases, either directly or through appointed agents. Examine alternatives such as self-insurance or captive participation to ensure the best risk management results.
Manage the work assigned to insurance brokers and other agents to ensure that they are operating within the framework of the Group policy and providing effective and low-cost support to the Business Units.
Coordinate insurance claims handling and activities following insured losses; advise BU’s of applicable coverage, notify broker/insurer, and work with the appointed adjuster to obtain a favorable settlement.

Corporate Risk Manager Requirements
Have a BS or BA Degree, preferably in finance, engineering, legal, or risk management.  Possess a keen interest in assessing and managing risk.
Excel in communication skills with ability to give practical advice.
Show an ability for creating and developing innovative ideas
Minimum 10 years experience applying risk management principles to major commercial operations. It will also be beneficial if they have placed or purchased commercial insurance products, especially in the energy insurance sector.
Able to work independently, prioritize, organize multiple assignments, and have strong oral and written communication skills.
Associate in Risk Management designation (ARM) or equivalent
MBA in Finance or other related subject

Please contact Scot Thompson for immediate confidential consideration and additional details.  Email:  sthompson@insurance-csg.com  Phone:  515-987-0242  Fax 515-987-0004  See our website at, www.csgrecruiting.com/ins_opportunities.htm for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

Thank You Notes vs. Thank You Emails

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

Commercial Lines Account Executive/Marketing Leader - Greensboro, NC

This is a new search I'm working on for an excellent client in the Greensboro area.  My client is a well respected agency that is seeking someone with strong commercial lines experience to step into a marketing role.  Our client is looking for a strong technician and is open to someone that has been in an account executive/account manager role or a commercial lines underwriting role.

Commercial Lines Account Executive/Marketing Leader
Our client is a regional insurance agency with the capacity to provide insurance and risk management programs for complex, high risk insureds.  The marketing department exists to provide client advocacy, internal support to the sales teams and navigate complex negotiations with commercial insurance companies.

Account Executive, Marketing Leader Responsibilities:
Oversee the accurate compilation and timely release of prepared submissions to market.
Assist in the ongoing training of account managers and producers with respect to automation, online rating, submissions, proposals and renewal marketing.
Take a multi-discipline approach to the sales and service process; meaning you participate in planning meetings on complex accounts, you advocate cost savings with underwriters based on a variety of client claims and loss data, and you create programs and market access for producers to capitalize on while prospecting new business.
Seek out appropriate relationships within standard and E&S markets; work closely with wholesale brokers and insurance companies as the agency's primary point of contact for contract negotiations, premium commitments, etc.
Contribute to the overall business and sales strategies of the agency's Mid-Atlantic operations.

Account Executive, Marketing Leader Qualifications:
At least five (5) years of commercial insurance experience directly working with middle market and risk management cases; prior commercial lines underwriting, agency marketing leadership, agency sales or Client Service Executive/Account Executive experience will be considered.
Proficient in several areas of program design, strategic marketing and policy review for General Liability, large property, commercial auto, professional liability and workers compensation.
Ability to partner with sales executives, client service staff and marketing specialists to analyze risk, strategize renewals and help advise clients on appropriate insurance programs.
Must have extensive regional carrier and wholesale brokerage relationships to provide an advantage when negotiating the best coverage and rates available.

Please contact Scott Thompson for immediate confidential consideration and additional details.  Email:  sthompson@insurance-csg.com  Phone:  515-987-0242  x17 Fax 515-987-0004  See our website at, www.csgrecruiting.com/ins_opportunities.htm for a complete listing of nationwide opportunities.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

Thank You Notes vs. Thank You Emails

Three Things that Account Managers Should Do

Six Interview Tips Part I

Five Things Employers Do In the Interview Process

Five things Employers Do In the Interview Process that Suck! (it is up to you to be prepared for them)

Thanks to everyone for reading my blog.  Last weeks article about job hunting tips must have struck a nerve because I got some terrific responses from you.  First, let me start by saying that I feel your pain.  Looking for a job sucks!  It is demoralizing, debilitating, tiring, emotional and humbling.  It is something that consumes you and in short is a pretty horrible experience.  I wish I could change this for you but I can’t.  One of the reasons that this happens is because it sometimes feels like the companies doing the hiring are cold, heartless places that just don’t care.  If this is how you feel you are partially right.  However, if you know how to set your expectations right you can avoid feeling this way and focus your energies on more positive efforts – like getting that job!  Below are five things you can expect in the hiring process that suck.

1.  Companies will not acknowledge that they received your resume

Back in the day when there were horse drawn buggies and people used this thing called the postal service.  (Full disclosure – I looked up the postal service on Wikipedia and it is apparently this organization that delivers actual mail to physical locations.  It was a big deal back then).  Before the advent of emails people would actually take the time to send their paper resume directly to companies.  The time intensive nature of  this meant that typically there was significantly less volume in the number of applicants for jobs many organizations would acknowledge the receipt of resumes.  Fast forward to today and this is just one of many, many personal touches that have left our culture.  The most that you can hope for is the internet’s equivalent of a pre-recorded message that acknowledges that the email went through.  From there you are stuck.  If the position is with a smaller company you can call to check on it but I have to advise that this may not do you any favors as you may get lumped into the list of 100 – 200 other annoying or desperate (I know you aren’t but this is how the employer perceives it) that called as well – just to make sure that the resume came in.  If you want to keep sane it is almost better to assume that you will never hear back so that you are excited when someone actually does. 

2.  Companies will not tell you if they have chosen another candidate

This one really hurts.  You’ve been through  three interviews and you know you are going to get the job and you wait for the call… and wait… and wait… and wait.  Finally, you decide to call the employer to find out what the hold up is.  You are ready to start the job already.  The HR person politely tells you that they have selected another candidate and they actually started yesterday.  It feels like a kick to the stomach.  There are several reasons that this happens.  It could be because you were choice 1A and they wanted to wait and see if the other person took the job before letting you down.  It could be because they didn’t care.  The best way to handle this is to ask when they plan on making the decision and then follow up around this time.  If the company does not respond – assume that they haven’t made the decision and move on.  What you shouldn’t assume is that they don’t like you.  There are a whole host of reasons why a company doesn’t make a decision on time.  Dogs can die, people can go on vacation – hangnails happen.  Unfortunately at this stage it isn’t about you.  Remember that the other thing that companies won’t always communicate is if there is a change in their schedule.

3.  Companies will not follow up when they say they will

If you operate under this assumption you will  be disappointed less often.  For some reason even the best companies can not seem to keep to a schedule when hiring people is involved.  In the interview they will tell you things like we are planning to make a decision at the stroke of midnight right after the royal ball – and they say it with certainty.  Then, when the clock strikes twelve the candidate gets all wound up because they haven’t heard from them yet – It must mean that they don’t like me.  Better yet – a company indicates that they will be presenting an off on Friday morning – it’s 12:01 PM and you haven’t heard from them – they must have changed their mind right?  Very rarely is this the case.  Please remember that unless you do what I do for a living, hiring someone equates to an extra part time job for most hiring managers.  They still have the same deadlines and expectation that they always did – but now they have to conduct interviews, reference checks, create offers and meet with higher ups for approval.  This takes time will take a back seat to any crisis that comes up that affects their real job.  I’ve seen offers come in three weeks late and it had nothing to do with their interest in the candidate.  It is not always about you and any delay is not meant as a slight.

4.  Companies will not listen to your salary needs or other specific needs

People hear what they want to hear.  When a candidate says that they are looking for a salary in the $45K - $55K range it means that they want $55K.  When a company says that they are hiring in the $45K - $55K range they want to pay $45K.  It’s all about perception.  The interview process is all about misperceptions.  You need to be prepared that a company either didn’t listen to you or didn’t hear you right when it comes to your salary and other needs.  Remember this and expect this.  One other thing that you need to know is that companies do not intentionally go out to piss you off with an offer.  It is pretty contrary to the whole we want you to come work for us idea.   They also typically don’t try and lowball people.  Keep this in mind and understand that if the offer is way off of the mark it is because they didn’t understand you or hear you and that it isn’t meant to demean you.  Go into the offer stage expecting that they will get it wrong and that it is no big deal.

5.  Companies will not read your cover letter and all parts of your resume

Your resume and cover letter are an advertisement.  It’s job is to create sufficient interest for the company  to call you and learn more about you.  Do not assume that the person calling you has read the entire resume and cover letter or that they even remember doing it if they did.  Also companies will more than likely ask you questions where the answer is on your resume.  They aren’t doing this because they are lazy or illiterate.  They are doing it so that they can hear it in your own words and gain more insight.  You live in Florida and are moving to Alaska.  When the company asks why you applied for the job in Alaska – don’t say “It’s in my cover letter.”  Tell them your story.  It’s not rude – its just reality.  Assume that the interviewer is working with a blank slate and go from there.

So why do companies act like this?  Is it because they don’t care? Is it because they are busy?  Is it defensible?  I don’t have good answers for this.  Even if I did it wouldn’t really matter.  When your food is running late do you care if the kitchen is slow?  What matters is that you are aware and prepared for them to act this way so that you don’t get angry.  It’s an emotion that won’t help you find a job or improve your career.

As always please let me know if you have any comments or questions at sthompson@insruance-csg.com.

Check out some of my recent articles on the blog here:

5 Dumbest Things You Can Say in an Interview

The Six Biggest Challenges Faced by Insurance Producers

How Insurance Producers Can Use Social Networking to Increase Sales

Four Skills that Every Account Manager Needs to Succeed

Job Hunting Myths Exposed

Thank You Notes vs. Thank You Emails

Three Things that Account Managers Should Do

Six Interview Tips Part I