What’s up, public adjusters!?

Or should I say, business owners?

The more I worked in the insurance claims industry, the more I realized that all of us are business owners, even if employed by another company.

And maybe you are already running a public adjusting business yourself.

Maybe you want to grow and expand your firm.

So, what if I told you that you can not do it alone?

You need a team if you want to succeed.

This week’s blog post will teach you what you need to grow your public adjusting business. Here is a little peek:

👉 Find people to take over the business tasks you do not like or are not good at doing.

👉 Have a hiring process that identifies a candidate’s strengths and weaknesses.

👉 Hire people who will take your business to the next level.

Guys, let me tell you right away that hiring the right people is essential to growing your business.

The question is, how do you hire the right people?

Let us jump right into the nitty gritty of hiring game changers for your company.

First, you should understand that there is a limit to how much you can do alone.

You can be the hardest worker in the room, but there are only so many hours in a day, and even Jocko Willink needs sleep.

So, you need to hire people to grow your public adjusting firm into a juggernaut.

However, the trick is to hire people who are passionate about what they do.

You want employees willing to learn, improve, expand, and become leaders themselves. In other words, you need game changers.

Game changers are the employees who are incredibly strong at something, so when you put them in their spot, they fly.

Do you need to hire a marketing expert?

Find a marketing director that will connect your business to your audience in a way you could have never imagined.

Find the same type of person for management, sales, accounting, human resources, etc. 

You will experience exponential growth if you can find the right people and put them in the best positions for them.

Before you can do that, you first have to identify who you need.

The first step to determining who to hire is to write down everything you do in a week.

Write all your business tasks like answering emails, posting on social media, going to the bank to withdraw money, etc.

Then, draw four quadrants on a simple piece of paper and divide all the weekly tasks into the corresponding quadrant:

1. The top left quadrant is for tasks you love doing and are great at doing.
2. The top right quadrant contains tasks you love doing and are good at doing.
3. In the bottom left quadrant, put tasks you do not like but are good at doing.
4. And the bottom right quadrant contains the tasks you do not like and are not good at doing.

Now imagine the hiring process as finding people for all the quadrants but the top left.

You want to leave all the tasks you love and are great at doing for yourself, and find an employee (or more of them) for everything else.

I would also recommend you start with the tasks you do not like and are not great at doing. 

For example, other than accountants, very few people enjoy accounting. But it is a crucial part of every business, so you should hire the best accountant possible!

Putting employees in their strong seats gives you two benefits. First, your business will grow. And second, they will enjoy the work they are doing.

There is no point in sending an introvert who doesn’t like talking to people to find clients. Instead, give them an administrative position.

Every employee has a strong side. You need to find it and give them the job they will enjoy.

Hence, you need an excellent hiring process.

I can share with you the hiring process we use at Elite Resolutions.

First, the candidates send their CVs, motivation letters, and all that.

Then, they fill out two questionnaires. We do not base our decision on the questionnaires, but they provide information about the candidates’ strengths and preferences.

After the questionnaires, we invite the selected candidates for the first interview and then another meeting to iron out the details.

So, as you can see, you need a detailed interview process to find the right candidate for your position.

Also, the interview is just the first step, you also need to train your employees if you want them to become game changers.

Now, the first three months are crucial when it comes to training.

Your employees will become incredibly useful to your business if you can spend three months training them to become excellent public adjusters. 

Plus, they will also enjoy their work because they will be good at it or have a decent foundation to become good.

Finally, train your employees to become leaders if you truly want growth.

The more leaders you have in your team, the fewer decisions you need to make.

That way, you can do the tasks you enjoy and only make the high-level decisions that require your expertise as a business owner.

To summarize, you should spend quality time organizing your hiring process and hiring the people who will propel your business and help you make crucial decisions.

Also, if you are serious about growing your public adjusting company, you should join us at the Advocates United meet-ups we are regularly organizing across the country.