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Insurance Advisor Job Description

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Insurance Advisor Job Description

We are looking for a result-driven Insurance Advisor to be responsible for providing financial advice to clients on retirement planning, investing for the future, saving for education, and life insurance protection. The Insurance Advisor will generate leads, meet with clients, complete a financial needs analysis, and present them with customised financial proposals. You should thereafter discuss and market insurance options that suit their needs.

To succeed as an Insurance Advisor, you should keep informed with the latest products and benefits and inform clients of these offerings. A high performing Insurance Advisor should offer specialised guidance and advice on areas of concern and empower people to live better lives.

Insurance Advisor Responsibilities

  • CFP Certification preferred.
  • Strong verbal and written communication skills.
  • A professional appearance.
  • On-going training in the latest products and benefits.
  • Attendance at product launches and seminars.
  • Compliance according to state regulations and policies.
  • Bachelor’s degree in Finance or similar.

Insurance Advisor Requirements

  • Meet with clients.
  • Offer financial guidance and advice.
  • Complete financial needs analysis.
  • Create and explaining customised plans.
  • Utilise knowledge of tax investment strategies.
  • Assess clients’ financial portfolios.
  • Analyse clients’ risk.
  • Encourage clients to invest for the future.
  • CFP Certification preferred.
  • Strong verbal and written communication skills.
  • A professional appearance.
  • On-going training in the latest products and benefits.
  • Attendance at product launches and seminars.
  • Compliance according to state regulations and policies.
  • Bachelor’s degree in Finance or similar.

Personalising Your Insurance Advisor Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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