Speech by the leader of PICC’s recruitment increase

Focus on the cause market. Our team's recruitment has always been based on the cause market and referrals. The number of new members is generally more than 30 people every year. The reason why we chose this channel is because this group and our recruiters know each other relatively well and have a basic foundation of trust in the life insurance marketing industry. After joining the team, it is easier to communicate and work together, in terms of cost and efficiency. , are much higher. Recruitment is a continuous activity. On the one hand, the team must have a long-term recruitment plan to ensure the continuity of the policy and enhance partners' awareness of recruitment; on the other hand, marketers need to Consciously publicize some relevant information about the industry and spread the insurance concept, which is what we often call the insurance of life. For example, with some of our relatives, friends or customers, we often communicate with them some of our own gains and insights, and also bring them some information on insurance concepts and industry. Therefore, relatively speaking, it is not only to increase their understanding of us. Personal recognition; at the same time, they have a basic understanding of the industry. These are all subtle effects. In the process of communicating with relatives, friends and customers, we can also pay attention to some of the other party's information and do some screening work. First, analyze whether his ability matches the job, including his character, network resources, etc.; second, understand some of his current work status and whether it is a corresponding opportunity. If the above conditions are met, we can try to ask and observe the other party's reaction. At the right opportunity, you can first let the other party participate in some of the team's outdoor activities and entrepreneurial briefings to get a feel for the team's atmosphere and culture. This often works better. In this process, we must try our best to ensure the principle of seeking truth from facts and not conduct misleading propaganda for the purpose of "bringing people in first." If they only see the bright side before entering this industry and are not mentally prepared in advance for the hardships of the marketing career, there will often be a big psychological gap and they will soon leave disappointed. Of course, when our recruitment targets begin to formally consider whether to enter this industry, they usually express uncertainty and a certain amount of pressure. This is normal. While we help them adjust their mentality and enhance their confidence, we also strengthen new employee training and accompanying visits, which can help them develop good working habits, quickly get on the right track, and strive to become regular employees in the first month, so they have a good start. ◆Liang Mu: ◆Li Dongao: Pay attention to the system. I personally believe that the key to successfully increasing employees is "systematic". No matter which method of increasing employees you use, you should carefully consider its process and the connection of each link. Adding employees is first of all a habit in our daily work in life insurance. This habit needs to be developed by the partners who are in charge. The success of a team depends on the number of partners who have the habit of adding members. Therefore, the first task of supervisors at all levels is to implement and promote the concept of increasing staff, so as to achieve unified voice and unified actions from top to bottom. Secondly, it is talent selection. When it comes to talent selection, certain standards must be set, and there must be certain requirements for the personality, hobbies, age, education, experience, and overall quality of the prospective recruits. And make corresponding adjustments according to the characteristics and conditions of your own team. A small team can first seek a certain scale, but a large team must ensure quality. As the leader of the team, we are first of all voluntary promoters of the insurance industry and regularly host "Entrepreneurship Briefing Sessions". My idea is that even if we cannot increase the number of employees, we should let prospective employees promote insurance on my behalf. Our team will also regularly go to the talent market to increase staff, constantly promote the company's basic laws, and use some competitions and activities to do some recruitment actions. I would like to share a few points about adding employees in the talent market. We must be well prepared before adding employees. Generally, it is best to go to the market to inspect the market to see the flow of people in the market and the basic quality of people looking for jobs. Decide on the location of your booth (very important), preferably opposite the entrance or where applicants must pass, and prepare display boards and promotional materials. Our team usually uses some DVDs, computers, etc. as promotional tools to play some company promotional videos. After preparing these, it is time to train our recruiting partners. Especially for unskilled partners, be sure to remind them before adding employees: dress, image, etiquette, speaking skills, etc., so that prospective employees must feel: sunny, professional, and qualified. , a feeling of optimism and confidence. In addition, it should be noted that what we need to do at the talent market site is to collect a large number of lists and bring potential recruits back to the workplace. It is best not to introduce the insurance work in detail on site. This can arouse the interest of the other party to attend interviews or "Entrepreneurship Briefing Sessions" at the workplace. That’s it. No matter how we increase staff, I think it must be "systematic". It is impossible to do a good job in increasing staff in a single and scattered manner. Because being unsystematic often makes many of our partners doubt or even fear about increasing staff, here I hope all partners will be successful.

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