If you want to generate more sales, hire more people. The concept is strikingly simple, but it works. United American recruiting is up 23% YTD, and sales are up 24%. Do you think there’s a connection? Funny how that works, isn’t it?

I have been singing the praises of recruiting for as long as I can remember. Based on the activities I’ve witnessed in our Branches this year, many of you are as well. Recruiting and promotions have become a way of life for many of us, and the benefits are paying off in spades. Incomes are skyrocketing for managers with a “recruiting frame of mind,” and that is the way it should be! Your hard work provides peace of mind and a sense of security for your customers and a standard of living for you and your families that is incomparable.

I feel a tremendous sense of pride when I share your successes, whether it is when I make presentations at convention or when I’m sitting in my office reviewing weekly and monthly sales figures. It is obvious to me recruiting efforts are paying off and paying off big.

Creating a recruiting culture within Branches is critical to long-term success. But, what exactly do we mean by a recruiting culture? It’s an atmosphere where everyone in the Branch feels a part of the recruiting process, where everyone feels a stake in the success of the Branch, whether it be Branch Manager, Unit Manager, Agent or support staff.

It’s a well-substantiated fact that a recruiting culture generates many positive forces within the Branch. It stimulates the long-term viability of your team and can make the recruiting process easier for Branch Managers. According to a recent article in National Underwriter, “Associates realize they are a part of an overall team – a team that must continue to grow. Associates understand that if the entity is not growing, it cannot sustain itself long-term. People want to have a say in who becomes part of their ‘team.’ If you’ve succeeded in building a culture that motivates associates to grow the organization, they will want to bring their friends and prior associates with them. Describe to associates the type of person you’re looking for and soon you’ll have a list of pre-qualified candidates who all have the right characteristics for your team.” Create an exciting and stimulating office atmosphere and your staff will encourage friends and acquaintances to come on board.

What are the best ways to create that dynamic recruiting culture? National Underwriter offers a five-step program to facilitate the process:

1. Keep your word: When interviewing, don’t make promises you can’t keep. Be honest and tell prospective recruits the real opportunity potential.

2. Practice what you preach: In other words, lead by example. If you want Agents to be motivated, be motivated and motivating yourself.

3. Provide a nurturing environment: In the best of all worlds, sales is a demanding business. Be a part-time coach, psychologist and confidante – whatever it takes to help all your people function at the top of their game.

4. Listen to your gut: Your potential recruit may be a superstar, but does he or she ‘feel’ right for your organization? Listen to that little voice in the back of your mind. It’s usually correct!

5. Make it fun: Life is fleeting, so do what you love surrounded by people you enjoy. Select the right type of people to join your Branch and it will make your job easier and more rewarding.

Many of our Branch Managers have recruited outstanding associates without ever leaving home. (See center spread.) They’ve spread their enthusiasm about United American to family members and are creating Branch environments that are inviting, yet strong and productive places in which to work.