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10 Deadly Sins of Talent Management

10 Deadly Sins of Talent Management 

I just had the opportunity to attend a training conference on Talent Management and thought my insurance audience (especially those interested in producer recruitment) might have an interest in the information.

10 Deadly Sins of Talent Management according to Jon Bartos of Global Performance

1. Fail to make a team of A Players a priority – according to Brad Smart author of Top Grading, “A” Players produce 8-10 times that of “B” players.

2. Pay below Market Value for Talent – as the insurance agency sector has an affective 0-1% unemployment rate, the old adage “you get what you pay for” is especially true.

3. Maintain a long, arduous hiring process – The purpose of the hiring process is to identify the top talent, insure that they have the experience, skill set and track record that fits your need. Then you have to sell them on why they should work with you over all others. It’s not an endurance race.

4. Hire based interviews – this is when the hiring manager moves forward based on personal chemistry, “not” the candidate’s experience, skill sets, track record and accountability.

5. Lack of defined career paths – the number one reason for “A” talent moving is potential for advancement.

6. No outside recruiting firms, job boards only – companies might save on recruiting fees but often miss out on the very best talent. 

7. Stop recruiting just because the seat is filled – this is especially true for agency production positions. We should be building the pipeline at all times and be open to meeting top talent whenever it becomes available.  

8. Tolerate low performers – lack of accountability can destroy a company culture. Don’t lose top producers because you become tolerant of sub-par performance.

9. Lack of training and development - Leadership and training is critical to “A” players. You can bet the most admired companies on the Forbes list have extensive training programs.

10. Absence of a Performance Management System -  All good systems allow you to set defines goals, track activity, few results and ratio’s and to evaluate data effectively. Analytics allow you to understand where the need is and to auto correct.  


Hopefully this information is a help as you recruit and train your insurance agency staff.  If The Rogan Group, Inc. can be of help with any of your hiring needs, please reach out. Thanks Dan Rogan, President, The Rogan Group, Inc. – Risk & Insurance Management Recruiting - drogan@rogangroup.com or 800-440-0082