My Job Description

Part V – Team Members…Developing Systems to Find the Best!

Job Description

Team Member

(Revised 6/2016)

Kimberly BrustThis is considered to be a classification and recruiting tool. It is not intended to limit the scope of work.

Job Purpose:

To become a team member for the Kimberly M. Brust Insurance Agency Inc. To learn how to be part of a high achieving, motivated, and passionate team.  Entrepreneurial candidates will learn from the inside what it means to grow a business through direct contact with leadership and clients. Will also learn what it means to set goals and achieve them.

Candidates should possess:

  • An innate sense of professionalism
  • Be able to adjust oral communication to fit the conversation
  • Be able to demonstrate and use active listening
  • Able to admit mistakes and ask for help
  • Demonstrate team work
  • Passionate about assisting clients protect their assets
  • Professional in all types of communication
  • Ability to manage time
  • Adhere to the highest level of integrity
  • Desire to learn
  • Be a problem solver
  • Understands individual responsibility when being part of a team

Training:

In order to be successful, team members would be required to comply with all company, state and federal requirements (licenses) and keep them in good order throughout employment.  Sales team members are required to be able to obtain at least a 440 and a 215 license. Service team members are required to have at least a 440 license. Receptionist is not required to have a state license. (additional agreements/licenses to be determined by agent as needed for staffing.)

Creating a buzz…….…¯`•.¸¸.ஐ

 

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Finding Inspiration

Part II – Team Members…Developing Systems to Find the Best!

Continuing in my series of how my systems changed and how my process developed, I asked myself, “where would I find inspiration”?  Well, as usual it came from a few sources.

INC Magazine gave me a greater understanding of what Millennials need and look for in a career.

*Patrick Lencioni ‘s book “The Ideal Team Member” reminded me of what I used to do to find candidates and helped me go back and improve that process. (I have a few team members that have been with me for greater than 10 years.)

*Some comments made from other small business people regarding their hiring process.

I put this all together and totally scraped my old process.

Here is what I developed:Kimberly Brust

First, I looked at the team members that I currently had and that had been with me for so long.  There was a commonality among them.  They were at some point a single mother with a desire to take care of their children to the best of their ability.  They wanted an opportunity to work and learn and ultimately make more money as they went along.

They were able to talk to people.  Their personalities were warm and caring.  They could talk to people and quickly make a connection.  This trait made clients feel that someone cared about them and that they were important.

Finally, as my team were all learners, they could be humble when they did not know the answer and ask for help.  In a business where we sell close to 100 different products, it is important to be able to ask for help, as no one can be an expert in all areas.

Reading Patrick Lencioni’s book reminded me of these traits.  He calls them Hungry, Humble and Smart.

Getting back to basics.   This was step one!

I started by using his interview questions and developing some of my own. I finally had a guide to find the type of person I knew I needed.

So where did I find inspiration?  Gaining clarity. Clarity in what you need and are looking for is key to success.

Creating a buzz……¯`•.¸¸.ஐ

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Team Members…Developing Systems to Find the Best!

How do you find the best team members in a sea of mediocrity?

Team MembersOver the last few years, I have tried to develop a system to find new team members.  Originally, I used a resume aggregator to pull resumes fitting my job posting.  I would then either contact them or they would contact me.  I would look at the resume again and determine if a phone interview should be done – then group interviews, testing and final interview and job offer.

This was a very cost-prohibited process.  Being a small business, this took a large commitment of time from both me and my team.  Many times, I would schedule the interview and the person would not answer the phone or show up.  BIG TIME WASTER, especially when my team was scheduled to do group interviews.

Then, even after going through the process of reviewing many resumes, scheduling phone interviews and group interviews, and finally making an offer to only have the  person be fired in about five days, leave after four days or last eight months and then just not show up.  I was baffled how this could happen.  I offered a competitive wage, benefits, friendly and positive place to work and team members that were helpful and motivated.  What was going wrong????

I needed inspiration! I needed to understand Millennials. I needed a new process.

I will tell you in the next few blog posts what I did, how my system changed and how the process developed.

Creating a buzz…….…¯`•.¸¸.ஐ

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