Annual Fund Officer

Basic Functions/Summary of Position:

Support the university's budget relieving giving priority and the Office of Annual Giving by developing cultivation, solicitation, and stewardship strategies for a significant population of annual giving donors.

The focus of this position will be external and will require extensive travel in the greater Southern California area, as well as limited travel to San Francisco and Sacramento. Work with the Associate Director of Development for Annual Giving on special initiatives.

Essential Functions:

Successfully manage a full load of approximately 150–175 assigned prospects from identification through cultivation, solicitation, and stewardship with the goal of soliciting them for the Alumni Fund, Parents Fund, or other budget-relieving initiatives annually. Promote the giving societies whenever possible and encourage annual contributions to the College. Coordinate with appropriate volunteers, as applicable.

Work closely with the Associate Director of Development for Annual Giving, the Associate Director of Annual Giving for giving clubs, and members of the Major Gifts staff to ensure that prospective donors at the club levels and above are annually solicited for budget relieving gifts.

Work with members of the offices of Annual Giving, Major Gifts, and Planned Giving to continually review donor lists to solicit donors for the proper solicitation levels.

Advise the Associate Director of Development about new programs at the top Annual Giving levels that will encourage increased giving.

Coordinate with members of the Office of Annual Giving to develop the top Annual Giving levels messages through the magazine, the website, and other communications outlets.

Promote donor events to assigned prospects and be on hand at on-campus and off-campus events.

Related duties as assigned.

Qualification Standards:

Education: B.A. or B.S. degree required; undergraduate degree from a selective liberal arts institution preferred. Excellent writing, public speaking, and expository skills required. Ability to work collaboratively with volunteers and volunteer groups essential.

Experience:

Two years of direct fund-raising experience with demonstrated ability to manage a large number of prospective donors resulting in significant increased gifts. Related experiences will be entertained. Knowledge of selective higher education development activities is preferred.

Computing:

Familiarity with advanced features of Microsoft Office suite of products; ability to learn and apply new computing software applications quickly; flexibility and good humor in the face of a database conversion.

Required Knowledge, Skills, and Abilities:

Individual must possess knowledge, skills, and ability to successfully perform the essential functions of the position, or be able to explain or demonstrate how the essential functions will be performed, with or without reasonable accommodation, using some other combination of skills and abilities.

Requires excellent and demonstrated goal-oriented management skills. Must be self-motivated, detail-oriented, and donor-centered.

Must have ability to work effectively with the donor community, with the academic community, and with colleagues in a cooperative environment.

Requires strong interpersonal skills and an ability to interface professionally with alumni, parents, administration, faculty, and students.

Requires superior organizational skills, an ability to work independently with minimal direction, minimal administrative support, and an ability to work well with others.

Requires exceptional professional writing, editing, and analytical skills. Must possess strong verbal skills.

Must be willing to work flexible hours, including weekends. This position will require extensive regional travel.

This position requires the ability to lift materials up to 55 pounds.

Other:

This is an exempt position reporting to the Associate Director of Development for Annual Giving.

This job description defines the essential or fundamental job duties of the employment function. It is assumed that employees hired for this position can perform the essential functions of this job without imposing risk or substantial harm to the health of themselves or others.

It also may include marginal functions, generally defined within Title I of the Americans with Disabilities Act.

source : supportingadvancement.com

Prospect Researcher

Prospect Researchers identify and profile individual, corporate, and foundation donors, and researches prospects for major gifts, endowed gifts, special project funding, and annual/sustaining support.

Prospect Researchers provide written reports about specific donors and prospects, containing an analysis of information gathered from public sources.

Researchers are expected to use initiative and sound judgment in carrying-out related responsibilities within the framework of Development polices and procedures.

He/she strategizes with development staff regarding prospect identification, and collaborates to develop donor prospect reports appropriate to departmental needs. 

Prospect Researchers perform the following responsibilities:
Assume primary responsibility for meeting the prospect identification and research needs of development staff, enabling them to meet fundraising goals.
Meet regularly with these individuals, keeping abreast of their activities and the initiatives and programs underway within their departments.
Regularly collaborate with development staff to develop prospect identification, cultivation, solicitation, and overall fundraising strategies.
Consult with development staff to determine feasibility of research requests and special projects.
Advise development staff about new prospect possibilities as appropriate or requested.
Use both standard and novel prospect research techniques and tools to identify new prospects and complete donor background requests, including periodical and electronic screening and/or information provided by the prospect or his/her organization.
Create profile reports tailored to needs of individual development programs.
Maintain policies and procedures for the prospect research program.
Review local and national news and business publications, keeping abreast of prospect information and local and regional business developments and economic trends.
Send articles to development staff as appropriate.
Maintain and develop professional relationships with local prospect researchers, as well as national and local associations.
Manage research information services and negotiates annual contracts.
Utilize central Development database (Raiser's Edge) to track/store profile data.
Safeguard the confidentiality of donor information at all times.
Adhere to ethical and confidentiality guidelines.
Maintain the professional and ethical standards set forth for the field by the Association of Professional Researchers for Advancement (APRA).
Perform other responsibilities as required.

Qualifications:
Bachelor's degree and five to six years of experience in the role of Prospect/Donor Researcher.
This position requires the ability to make sound judgment, demonstrate the ability and fortitude to identify unknown sources.
Strong written and verbal communication skills, an attention to detail, an aptitude for logical thinking, a commitment to professional ethics, and the ability to interact with development staff as well as experience working in non-profit sector and with sensitive and confidential information.
Extensive computer skills, including proficiency with Microsoft office software, Raiser's Edge, searching on-line databases and the Internet. Demonstrated ability to work in a team environment and meet goals in a timely manner.

source : supportingadvancement.com

Prospect Research Officer

To identify, collect, organize, analyze, and disseminate information on stakeholders, stakeholder groups and issues of strategic importance to the School in order to enhance the ability of development officers, senior faculty, and administrators to successfully acquire support for the activities of the school, as well as to contribute to the school's intellectual capital on key business markets and issues.

Key result areas: 
Develop, implement, and manage systems and procedures to meet the information needs of alumni and development staff and other members of the School, such as the Dean, the Associate Deans and faculty, in preparation for contacting, cultivating, and soliciting major gift prospects (individuals, corporations, and other organizations, such as foundations).
Qualify major gift prospects by researching and analyzing individuals and corporate entities for: connections to Ivey and to other organizations, giving potential, and propensity to donate in order to establish priorities and strategies for the successful solicitation of donors.
Devise strategies for obtaining new prospects in order to ensure the ongoing development, expansion, and renewal of the prospect base, to which the school will turn for current and future support.
Prepare detailed and up-to-date research briefings on prospects and/or groups of prospects for development staff, senior faculty and administrators, in advance of calls and events in order to obtain optimal outcomes.
Participate in and contribute to the formulation of the School's development planning as it pertains to: information systems developments; the processes and procedures of prospect management; and related infrastructure support services.

Responsibilities:
Manage department information resources, including identification and selection of sources of information and information vendors. 
Identify, research, and qualify major gift prospects. Provide concrete recommendations to development officers on prospect strategy and priorities.
Populate, organize, and maintain prospect information files, both electronic and paper.
Determine content of briefing materials prepared for calls.
Prioritize research activities.
Populate, organize, and maintain shared information systems.

Education, Skills & Abilities:
The incumbent should possess a university degree, preferably an MLIS or equivalent, extensive investigative and research skills.
Demonstrate knowledge and understanding of the domestic and international business environments and corporate management structures.
Demonstrate proficiency in the methods of information acquisition, including use of online sources (InfoGlobe, Infomart, Lexis-Nexis, World-Wide-Web), CD-ROM sources (Who's Who in Business, Compact Disclosure), and print directories (Directory of Directors, Thornton guide to Asian Companies). Show initiative in identifying new sources of information, as they become necessary and/or available.
Ability to organize and manage a diverse range of assignments and projects with high efficiency, yet thorough attention to detail and follow through.
Demonstrate strong communication skills, both oral and written.
Resourceful and independent, but comfortable working within the framework of an integrated development program and team-oriented environment.
Ability to adjust to changing priorities and meet deadlines.
Familiarity and appreciation of the mission, purpose and values of a comprehensive university, and more particularly a teaching business school and its responsiveness to the educational and research requirements of a sophisticated international business community.
Demonstrate competence in a variety of computer applications, including database, spreadsheet and word processing programs.
Ability to handle sensitive and confidential information appropriately and with discretion.
Be proactive in anticipating and seeking out information related to the immediate priorities of the development office.
Demonstrate ability to analyze and synthesize data from a wide variety of sources, and present the resulting information in a clear summary.

source : supportingadvancement.com

Manager of Prospect Research

REPORTS TO:

Director of Advancement Services

SUPERVISES:

Four Staff Members - 1 Full Time
3 Part Time

MAJOR DUTIES AND RESPONSIBILITIES:

The Manager of Prospect Research is a full-time, exempt member of the Institutional Advancement staff.

The Manager is responsible for the overall coordination and production of information on the prospects and donors to the Foundation and to the School, for tracking cultivation and solicitation progress, and for prospect identification.

The Manager works with all members of the development staff, the President's office, faculty, and administration.

Prospect Research (45%)

Evaluates, organizes, and edits verified and extrapolated data into comprehensive reports on major gift and campaign donors and prospects (individuals, corporations, and foundations).

Provides leadership, data entry, and training for computerized prospect management system.

Reviews journals and periodicals for new prospects as well as information pertinent to current prospects, donors, trends, philanthropy, and education; improves and contributes to donor's files.

Fields miscellaneous donor research and computer system questions on a daily basis.

Management and Administrative (30%)

Provides direction for prospect research program; supervises research staff; manages the production of and distributes research reports needed for prospect identification, cultivation and solicitations; prioritizes, determines research strategy, and assigns research requests; reviews, proofs, and edits all written work; supervises central filing operation and data entry on the system's research screens.

Plans and administers an annual program with goals and objectives.

Is part of the team that reviews and updates data entry, data integrity, and filing procedures.

Monitors research materials budget; oversees library holdings.

Responsible for the selection, training, annual evaluation, and professional growth of the research staff.

Is primary liaison between the research program and other O.I.A. and campus departments.

Special Projects (25%)

Works on special campaign-related projects, assigned by the Campaign Director, and other projects assigned by Director of Advancement Services.

Assists with development of computerized reports needed for prospect research program.

REPORTS PROVIDED:

Profiles, Attendee Information Sheets, Research Memos

Special Campaign Project Reports

Prospect Tracking Reports

EDUCATION:

Bachelor's Degree in English, Journalism, or related liberal arts field preferred.

EXPERIENCE:

Three years of prospect research experience

Knowledge of computer data base systems and software packages, especially in a Windows environment for personal computers

Electronic data-base search experience

Non-profit, fund-raising, or relative experience preferred

Supervisory experience preferred

SPECIAL SKILLS & QUALIFICATIONS:

Must demonstrate understanding of the function of prospect research in a development office, of prospect/library research methodology, and of the use and availability of a variety of hard-copy and computerized sources; skilled in reading and interpreting financial, technical, and trade documents and journals, including annual reports, real property files, and court records.

Must be persistent and resourceful, especially in exploring and adapting research methodology.

Ability to maintain sensitive and confidential information; follow and promote the American Prospect Research Association's ethical guidelines for the collection and use of information.

Must be highly organized, able to work independently, and have an ability to work under pressure to coordinate multiple requests and meet competing deadlines.

Must possess excellent writing, editing, and communication skills.

source : supportingadvancement.com

Accountant

Under the general direction of the Associate Director, Advancement Services, the accountant performs a variety of complex tasks in general areas of accounting.

Responsibilities include: providing accounting assistance to the Associate Director; resolving discrepancies; financial or management reporting; maintaining the chart of accounts; establishing new funds; monthly financial reporting, analysis and reconciliation of the development and financial systems. 

The accountant will work with a variety of university departments and staff on a regular basis.

Specific duties and responsibilities
Resolve fund related problems and follow up with departments on new projects/funds to be created.
Reconciliation of donations received and calculation of interest and timely transfer of funds to appropriate accounts.
Reconcile all pending accounts on a monthly basis.
Manage the chart of accounts.
Establish new funds, process donation journal entries, investigate discrepancies and prepare detailed records and reports as required.
Assist in the preparation and reconciliation of all monthly financial statements.
Assist in creating, monitoring and updating financial related policies and procedures.
Initiate and participate in data clean up projects.
Provide occasional back up or assistance to other Advancement Services staff which requires a well rounded knowledge in the areas of systems, accounting and tax receipting and other donor related issues.

Other requirements:

Exercises judgement and initiative in interpreting policy and guidelines on financial matters.

Has in-depth understanding of institutional financial policies and procedures and makes appropriate decisions based on this knowledge.

Has regular contact with development staff, senior divisional administrative and financial officers, central financial staff and student services.

Education and experience:
Post secondary education in accounting or equivalent experience. Working towards CPA designation.
3-5 years administrative and accounting experience preferably within a University environment.
Must have analytical experience, be accurate with figures, well organized and exercise sound judgment in decision making.
Software expertise in Microsoft Excel, Access and Word.
Ability to deal with people tactfully and effectively.

source : supportingadvancement.com

Preparing Job Descriptions

Employment decisions and review normally begin with job analysis which is a basic activity in human resource management.

Accurate information on jobs is necessary to efficiently direct and/or control the operations of an organization, and job descriptions result from job analysis. In many institutions job descriptions are a mandatory requirement and managers should have current and systematized information on jobs. The myriad of laws, guidelines, and court decisions concerning employment opportunity make this even more necessary.

Comprehensive job descriptions can be used in selection, training, performance appraisal, compensation and to defend employment practices. Review job descriptions on at least an annual basis and update. Review and revise them whenever you're hiring a new position or transferring/moving someone from another position.

Involve Human Resources from the onset. They often have good suggestions and preparation tips and will typically have a great array of resources you may not be aware of such as subscriptions to journals and other pay services.
 

Involve the employee when appropriate and solicit their ideas and input for changes in the job description.
 

In identifying essential functions, be sure to consider whether employees in the position actually are required to perform the function, and whether removing that function would fundamentally change the job.
 

List all the knowledge, skills, and abilities necessary to perform the job; divide them into requirements and preferences.
 

The requirements listed on the job description must support the essential functions, and serve as the primary criteria for selecting/rejecting candidates.
 

Don't lock yourself into strict requirements that may prevent you from considering qualified candidates. Consider substitutions (ex., 4 years of professional experience or a bachelor's degree).
 

Forward for review and approval to all appropriate parties and get signoff.

source : supportingadvancement.com

The "Silent Treatment"

Like a primitive tribal mask, the Silent Treatment loses all it power to frighten you once you
refuse to be intimidated. If your interviewer pulls it, keep quiet yourself for a while and then ask,
with sincere politeness and not a trace of sarcasm, “Is there anything else I can fill in on that
point?” That’s all there is to it.
Whatever you do, don’t let the Silent Treatment intimidate you into talking a blue streak,
because you could easily talk yourself out of the position.

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Why are you leaving (or did you leave) this position ?

(If you have a job presently tell the hr)
If you’re not yet 100% committed to leaving your present post, don’t be afraid to say so. Since
you have a job, you are in a stronger position than someone who does not. But don’t be coy
either. State honestly what you’d be hoping to find in a new spot. Of course, as stated often
before, you answer will all the stronger if you have already uncovered what this position is all
about and you match your desires to it.
(If you do not presently have a job tell the hr.)
Never lie about having been fired. It’s unethical – and too easily checked. But do try to deflect
the reason from you personally. If your firing was the result of a takeover, merger, division wide
layoff, etc., so much the better.
But you should also do something totally unnatural that will demonstrate consummate
professionalism. Even if it hurts , describe your own firing – candidly, succinctly and without a
trace of bitterness – from the company’s point-of-view, indicating that you could understand
why it happened and you might have made the same decision yourself.
Your stature will rise immensely and, most important of all, you will show you are healed from
the wounds inflicted by the firing. You will enhance your image as first-class management
material and stand head and shoulders above the legions of firing victims who, at the slightest
provocation, zip open their shirts to expose their battle scars and decry the unfairness of it all.
For all prior positions:
Make sure you’ve prepared a brief reason for leaving. Best reasons: more money, opportunity,
responsibility or growth.

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What are your greatest weaknesses?

Disguise strength as a weakness.
Example: “I sometimes push my people too hard. I like to work with a sense of urgency and
everyone is not always on the same wavelength.”
Drawback: This strategy is better than admitting a flaw, but it's so widely used, it is transparent
to any experienced interviewer.
BEST ANSWER: (and another reason it's so important to get a thorough description of your
interviewer's needs before you answer questions): Assure the interviewer that you can think of
nothing that would stand in the way of your performing in this position with excellence. Then,
quickly review you strongest qualifications.
Example: “Nobody's perfect, but based on what you've told me about this position, I believe I' d
make an outstanding match. I know that when I hire people, I look for two things most of all. Do
they have the qualifications to do the job well, and the motivation to do it well? Everything in
my background shows I have both the qualifications and a strong desire to achieve excellence in
whatever I take on. So I can say in all honesty that I see nothing that would cause you even a
small concern about my ability or my strong desire to perform this job with excellence.”
Alternate strategy (if you don't yet know enough about the position to talk about such a perfect
fit):
Instead of confessing a weakness, describe what you like most and like least, making sure that
what you like most matches up with the most important qualification for success in the position,
and what you like least is not essential.
Example: Let's say you're applying for a teaching position. “If given a choice, I like to spend as
much time as possible in front of my prospects selling, as opposed to shuffling paperwork back
at the office. Of course, I long ago learned the importance of filing paperwork properly, and I do
it conscientiously. But what I really love to do is sell (if your interviewer were a sales manager,
this should be music to his ears.)
Tell me about something you did – or failed to do – that you now feel a little ashamed of ?As
with faults and weaknesses, never confess a regret. But don’t seem as if you’re stonewalling
either.
Best strategy: Say you harbor no regrets, then add a principle or habit you practice regularly for
healthy human relations.
Example: Pause for reflection, as if the question never occurred to you. Then say to hr, “You
know, I really can’t think of anything.” (Pause again, then add): “I would add that as a general
management principle, I’ve found that the best way to avoid regrets is to avoid causing them in
the first place. I practice one habit that helps me a great deal in this regard. At the end of each
day, I mentally review the day’s events and conversations to take a second look at the people
and developments I’m involved with and do a double check of what they’re likely to be feeling.
Sometimes I’ll see things that do need more follow-up, whether a pat on the back, or maybe a
five minute chat in someone’s office to make sure we’re clear on things…whatever.”
“I also like to make each person feel like a member of an elite team, like the Boston Celtics or LA
Lakers in their prime. I’ve found that if you let each team member know you expect excellence
in their performance…if you work hard to set an example yourself…and if you let people know
you appreciate and respect their feelings, you wind up with a highly motivated group, a team
that’s having fun at work because they’re striving for excellence rather than brooding over
slights or regrets.”

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Insurance Sales Agents

Insurance Sales Agents Tasks Performed

Attend meetings, seminars and programs to learn about new products and services, learn new skills, and receive technical assistance in developing new accounts. 

Calculate premiums and establish payment method. 

Call on policyholders to deliver and explain policy, to analyze insurance program and suggest additions or changes, or to change beneficiaries. 

Confer with clients to obtain and provide information when claims are made on a policy. 

Contact underwriter and submit forms to obtain binder coverage. 

Customize insurance programs to suit individual customers, often covering a variety of risks. 

Develop marketing strategies to compete with other individuals or companies who sell insurance. 

Ensure that policy requirements are fulfilled, including any necessary medical examinations and the completion of appropriate forms. 

Explain features, advantages and disadvantages of various policies to promote sale of insurance plans. 

Explain necessary bookkeeping requirements for customer to implement and provide group insurance program. 

Inspect property, examining its general condition, type of construction, age, and other characteristics, to decide if it is a good insurance risk. 

Install bookkeeping systems and resolve system problems. 

Interview prospective clients to obtain data about their financial resources and needs, the physical condition of the person or property to be insured, and to discuss any existing coverage. 

Monitor insurance claims to ensure they are settled equitably for both the client and the insurer. 

Perform administrative tasks, such as maintaining records and handling policy renewals. 

Plan and oversee incorporation of insurance program into bookkeeping system of company. 

Seek out new clients and develop clientele by networking to find new customers and generate lists of prospective clients. 

Select company that offers type of coverage requested by client to underwrite policy. 

Sell various types of insurance policies to businesses and individuals on behalf of insurance companies, including automobile, fire, life, property, medical and dental insurance or specialized policies such as marine, farm/crop, and medical malpractice.

Insurance Sales Agents Work Activities

access media advertising services 
calculate insurance premiums or awards 
calculate rates for organization's products or services 
communicate visually or verbally 
compute financial data 
conduct sales presentations 
determine customer needs 
evaluate degree of financial risk 
fill out business or government forms 
follow contract, property, or insurance laws 
inspect property 
install computer programs 
interview customers 
maintain records, reports, or files 
make decisions 
make presentations 
motivate people 
obtain information from individuals 
provide customer service 
sell insurance policies 
use accounting or bookkeeping software 
use computers to enter, access or retrieve data 
use interpersonal communication techniques 
use knowledge of written communication in sales work 
use marketing techniques 
use telephone communication techniques 

use word processing or desktop publishing software

source : www.insurancejobs.com

What are your greatest strengths?

You know that your key strategy is to first uncover your interviewer's greatest wants and needs
before you answer questions. And from Question 1, you know how to do this.
Prior to any interview, you should have a list mentally prepared of your greatest strengths. You
should also have, a specific example or two, which illustrates each strength, an example chosen
from your most recent and most impressive achievements.
You should, have this list of your greatest strengths and corresponding examples from your
achievements so well committed to memory that you can recite them cold after being shaken
awake at 2:30AM.
Then, once you uncover your interviewer's greatest wants and needs, you can choose those
achievements from your list that best match up.
As a general guideline, the 10 most desirable traits that all employers love to see in their
employees are:
A proven track record as an achiever...especially if your achievements match up with the
employer's greatest wants and needs.
Intelligence...management "savvy".
Honesty...integrity...a decent human being.
Good fit with corporate culture...someone to feel comfortable with...a team player who meshes
well with interviewer's team.
Likeability...positive attitude...sense of humor.
Good communication skills.
Dedication...willingness to walk the extra mile to achieve excellence.
Definiteness of purpose...clear goals.
Enthusiasm...high level of motivation.
Confident...healthy...a leader.

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Tell me about yourself?

Start with the present and tell why you are well qualified for the position. Remember that the
key to all successful interviewing is to match your qualifications to what the interviewer is
looking for. In other words you must sell what the buyer is buying. This is the single most
important strategy in job hunting.
So, before you answer this or any question it's imperative that you try to uncover your
interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs
(not the generalized needs of the industry or company)
As early as you can in the interview, ask for a more complete description of what the position
entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want
to make the best use of our time together and talk directly to your needs. To help me do, that,
could you tell me more about the most important priorities of this position? All I know is what I
(heard from the recruiter, read in the classified ad, etc
Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even
more. Surprisingly, it's usually this second or third question that unearths what the interviewer
is most looking for.
You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential
to success in this position?:
This process will not feel easy or natural at first, because it is easier simply to answer questions,
but only if you uncover the employer's wants and needs will your answers make the most sense.
Practice asking these key questions before giving your answers, the process will feel more
natural and you will be light years ahead of the other job candidates you're competing with.
After uncovering what the employer is looking for, describe why the needs of this job bear
striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples
of your responsibilities and especially your achievements, all of which are geared to present
yourself as a perfect match for the needs he has just described.

Visit http://TechPreparation.com for more Interview Questions with Answers

Tell me about yourself?

Start with the present and tell why you are well qualified for the position. Remember that the
key to all successful interviewing is to match your qualifications to what the interviewer is
looking for. In other words you must sell what the buyer is buying. This is the single most
important strategy in job hunting.
So, before you answer this or any question it's imperative that you try to uncover your
interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs
(not the generalized needs of the industry or company)
As early as you can in the interview, ask for a more complete description of what the position
entails. You might say: “I have a number of accomplishments I'd like to tell you about, but I want
to make the best use of our time together and talk directly to your needs. To help me do, that,
could you tell me more about the most important priorities of this position? All I know is what I
(heard from the recruiter, read in the classified ad, etc
Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even
more. Surprisingly, it's usually this second or third question that unearths what the interviewer
is most looking for.
You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential
to success in this position?:
This process will not feel easy or natural at first, because it is easier simply to answer questions,
but only if you uncover the employer's wants and needs will your answers make the most sense.
Practice asking these key questions before giving your answers, the process will feel more
natural and you will be light years ahead of the other job candidates you're competing with.
After uncovering what the employer is looking for, describe why the needs of this job bear
striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples
of your responsibilities and especially your achievements, all of which are geared to present
yourself as a perfect match for the needs he has just described.

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Insurance Job Descriptions

Insurance Job Descriptions
By Elizabeth Morgan

In the United States, insurance plays an important role in people's lives since people use it to pay for medical bills, protect their property and to pay for unexpected expenses. This means that there is a big market that insurance companies can fill, using the help of insurance agents. These agents are the frontline personnel who sell the company's insurance policies. The career prospects for insurance agents can be considered to be bright, which means that people who wish to become agents can look forward to a fairly lucrative career. However, before taking the plunge, people still need to be aware of what to expect when they become insurance agents.

General job description

The main responsibility of an insurance agent is to sell insurance policies, which he does by helping individuals and companies select the kind of insurance that fits their needs, including health and property insurance. In addition to this, an insurance agent also prepares reports, maintains records and seeks out new clients. In the event of a loss, an insurance agent is also expected to help a policyholder make a claim on his policy. Insurance agents can choose to work exclusively for an insurance company or he may choose to represent a number of insurance companies.

Specific job description

Just like in other professions, insurance agents can also choose to specialize in a specific field of expertise An agent can choose to specialize in property, casualty, life, health, disability, and long term care insurance policies. For example, an agent who may choose to specialize in property insurance is expected to sell to individuals or businesses various types of insurance that aim to protect properties, such as homes and cars, against fire, accidents, theft, and other events that may cause damage to the property. Another example is the current trend among insurance agents who also offer comprehensive financial planning services in setting up various pension and investment plans.

Given the premium that Americans place on insurance, insurance agents have access to a large market of people who wish to insure their health, their property and their investments. People who may wish to become agents need to be aware of the job descriptions of agents, especially based on the different type of specializations available so that they can be guided on the specific field they would want to focus on when they become agents.
Job Descriptions provides detailed information on job descriptions, accounting job descriptions, free resume-writing tips, how to write a resume and more. Job Descriptions is affiliated with Executive Job Search.

Article Source: http://EzineArticles.com/?expert=Elizabeth_Morgan

State Farm Insurance and Financial Services Agent

Job Description 

GROW. LEAD. SUCCEED.

  

The State Farm Agent Opportunity. 

 

Join the nation's leading auto and home insurance company as a State Farm Agent and experience personal success running your own agency in your own community. 

State Farm, ranked in the top 50 on the Fortune 500 list of companies, is seeking individuals with an entrepreneurial spirit and the desire to work in Hilton, Penn Yan, Newark and other surrounding areas, NY.

  

Benefits from the first day: 
Paid training & side by side mentor agent coaching. 
Among the industry's most attractive incentive & rewards program. 
A work environment that allows you control over your time. 
Opportunity to represent a full range of insurance & financial services products. 
National marketing & advertising support. 
The highest retention rate of agents in the industry. 

 

The State Farm Agent Opportunity allows you to create financial freedom and flexibility through a compensation package that rewards successful marketing of our products and services to customers. 

 

Qualifications: 
Ability to organize, operate and assume the risk of running a business with a focus on marketing and customer service. 
Driven by achievement and financial rewards. 
Financially stable. 
Ethical and easily able to build trust. 
Proven success driving business results (not limited to insurance or financial services). 

 

State Farm Insurance is an equal opportunity employer.

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