What should you consider when writing a job description for your insurance agency?

Look at sample job descriptions, use a clear job title, summarize the job, outline job responsibilities and duties, mention qualifications and skills, include salary and a list of perks and benefits, and keep DEI in mind.

When you have a new position open up in your insurance agency, you want to attract the most qualified candidates. A good job description markets your agency's position to potential future employees and gives you one chance to make an excellent first impression.  

Here is what you should consider when writing a job description

Look at sample job descriptions  

You can look at sample job descriptions to get an idea of how a job description is structured. You can even use job descriptions to benchmark and see what others are offering, salary-wise, for the position you’re hiring for.   

Use a clear job title  

Make sure your job title is clear and targets exactly who you want to hire. For example, “Account Manager at ABC Agency.”  

Summarize the job  

Mention whether the position is full-time or part-time, remote, in-office, or hybrid (some time in the office and some time at home) and talk about details (such as company culture) that make your company unique. Be sure to pay attention to the language and tone of your job description and write it in a way that will appeal to job candidates.  

Outline the job responsibilities and duties  

Make sure your outline of the job responsibilities and duties is clear. For example, if you are hiring for an Account Manager and the additional responsibilities include managing your social media accounts, make sure to mention this. Also, talk about the day-to-day activities of the position and how the position you’re hiring for fits into the organization.  

Mention the qualifications and skills needed  

Like with job responsibilities and duties, make sure your list of qualifications and skills is straightforward. Talk about the must-haves (the qualifications and skills necessary for the position), as well as the nice-to-haves (the skills your potential new employee can develop over time with your company).  

Include the salary and a list of perks/benefits 

Make sure to include the salary for the position. Along with this, include a list of perks and benefits you offer your employees. For example, some perks could be: 

  • Paid time off 
  • Flexible schedule 
  • Paid holidays
  • 401(k) 
  • Health coverage 

Keep Diversity, Equity, and Inclusion in mind 

Diversity, Equity, and Inclusion (DEI) is more than including an Equal Opportunity Employer (EOE) disclaimer. Unconscious bias in your job description can, and will, cost you candidates. Here are some things to avoid: 

  • Asking for years of experience (e.g., “We are looking for an account manager with 15 years of experience”)  
  • Using gender-biased terms (e.g., “salesmen”) 
  • Putting negativity in your job description (e.g., “Candidates with less than 15 years of experience need not apply”)