Job Description
Job Purpose:
To drive recruitment of high-quality insurance agents through effective planning, execution and governance of the FLS (Front Line Sales) network. The role focuses on building a strong agency workforce, ensuring consistent talent inflow, improving agent productivity, and strengthening the recruitment capability of the field sales team.
Key Responsibilities:
1. Recruitment Strategy & Planning
- Design and implement a comprehensive recruitment strategy to achieve monthly and annual agent recruitment targets.
- Translate organizational growth objectives into regional and branch-level recruitment plans.
- Develop FLS capacity and productivity plans to ensure optimal manpower availability for agent recruitment.
- Identify new sourcing channels (referrals, digital, campus, local activations) to broaden recruitment reach.
2. Execution & Governance
- Drive FLS hiring effectiveness and ensure each FLS meets agent recruitment productivity norms.
- Monitor recruitment funnel metrics - prospecting, interviews, licensing, and activation - and address drop-offs.
- Conduct weekly/monthly recruitment reviews with Zonal/Regional/Branch Heads to track performance and action plans.
- Implement recruitment dashboards and MIS for real-time performance visibility.
3. Capability Building
- Strengthen recruitment capability of the FLS and Sales Leaders through training, tools, and best practices.
- Partner with L&D to design and roll out Recruitment Excellence Programs for the sales force.
- Develop recruitment champions and reward high-performing FLS for consistent agent onboarding.
4. Process Excellence & Compliance
- Ensure compliance with IRDAI licensing norms and documentation requirements.
- Drive adherence to recruitment SOPs, background checks, and quality standards for agent onboarding.
- Collaborate with Operations and HR to ensure seamless agent onboarding and activation processes.
5. Analytics & Insights
- Use data analytics to forecast recruitment trends, identify underperforming zones, and predict shortfalls.
- Track recruitment cost metrics (cost per agent hired, active agent ratio, etc.) to ensure efficiency.
- Provide strategic insights to leadership for decision-making and manpower planning.
