DIY Hiring Toolkits

You need to hire someone exceptional... and you want to do it yourself. We've developed the perfect resource to help.

Big "I" Hires DIY Hiring Toolkit guides you through the entire hiring process from preparing and launching your search, through screening and ultimately hiring and onboarding your next great team member.

This isn’t a generic collection of materials. We've worked extensively with a top HR firm and a focus group of well-respected and high-performing agency employees to develop the right resources for each specific insurance agency role. These tools and full toolkit don't only explain how, they include customizable downloads to get you on track in minutes.

 

PREPARE & LAUNCH: Sample job descriptions, job postings, ideal candidate profile, employment application
SCREEN: Interview process, questions and template and sample reference check questions
HIRE & ONBOARD: Sample offer letter and confidentially agreement, four-week learning objectives
WITH HOW TO USE: Also includes a guidebook to walk through every step, editable documents and much more

 

Member price per position: $99.00
Nonmember price: $299.00

Member price for COMPLETE KIT with all available positions: $299.00​
Nonmember price: $999.00

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Follow the steps below to hire your next great team member!

HIRING PHASE 1: PREPARE AND LAUNCH

Each phase of the hiring process is critical and this one lays the entire foundation. You must analyze your true needs and use the results and these resources to begin attracting talent.

  1. Determine which position are you looking to fill

    Commercial Lines CSR? Personal Lines Producer? Etc.

  2. Understand your needs

    What skills and traits do you need for this role? The key qualities may seem obvious at first, but it often requires a deeper look. Example: some may think the most important quality in a CSR is a friendly personality. But, much of the CSR's day-to-day role involves details and processing. Those skills are critically important.
    DIY Tool: We removed the guesswork. Our Ideal Candidate Profile shares the qualities and skills that have proven to make a successful employee in that specific role.

  3. Turn your needs into a job description and job posting

    The job description provides clear guidelines for what is expected for the job. With additional information about your company and benefits, a great job posting will attract candidates that have the right skills to deliver the results you need.
    DIY Tool: Download our ready-to-customize job description and job posting.

  4. Post the job online

    Let the world know about your opening by posting it online. Simplify the process by using Big "I" Recruits! (Link will need to be updated later when site address changes.) Centralize your hiring search by sending one posting instantly to multiple job sites, then receive candidates all in one spot.

  5. Prepare your employment application

    Resumes and cover letters vary with each applicant. Use an employment application as a follow up to gather consistent information.
    DIY Tool: An employment application you can customize to fit your agency's needs.

HIRING PHASE 2: SCREEN

Hooray - you have a stack of applicants! Now comes the hardest part, deciding who to hire. You have entered the screening phase.

  1. Establish your Hiring Team

    Determine the colleague/s you want to help make the decision and at which point they will be involved.

  2. Screen Candidates

    Review applications and select candidates worthy of a deeper look.

  3. Test Candidates

    Get beyond any smoke and mirrors and peek into a candidate's true strengths and weaknesses with online testing. Assessments can help you predict a candidate’s likelihood for success in your organization.
    Assess your candidate's potential and skills with Big "I" Recruits!, Caliper Assessments, Sales Call Reluctance Testing, and Technical Knowledge Testing. (Link to specific pages once site address changes.)

  4. Interview Finalists

    The interview is the most important part of the hiring process. This is your chance to get to know the candidate and gain insight into their skills and priorities.
    DIY Tool: Use this guide to successfully conduct an interview, from start to finish. It also includes a comprehensive list of position-specific interview questions, sorted by skill-set categories required for a successful hire.

  5. Check References

    References can provide valuable information that cannot be determined from a resume or interview.
    DIY Tool: Use this detailed compilation of reference check questions to learn more about your candidates.

HIRING PHASE 3: HIRE & ONBOARD

You've reached the summit and have a well-checked, excellent candidate you would like to bring onto your team. There are a few last steps to ensure long term success.

  1. Provide an Offer Letter

    Use an offer letter to make a formal, written offer to a new employee. This confirms the position and what they will receive in return. We recommend that you provide a Confidentiality Agreement as well.
    DIY Tool: Download our customizable offer letter and confidentiality agreement.

  2. Onboard

    Once you have a new hire, you need to plan their orientation to get them up and running.
    DIY Toolkit Bonus: Included only with the full toolkit purchase, a Four-Week Learning Objectives document (editable) as a guideline to get started. Create a custom training plan with performance feedback each week and a four-week summary of performance, ongoing goals and next steps.
    DIY Tool: Download the full kit and receive this free bonus.