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.
