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Using a data-driven approach will produce better results and at a lower cost.

Employers can help level the playing field by adopting an Individual Coverage Health Reimbursement Account, which will allow them to customize their benefits and avoid subsidizing coverage for segments of the workforce.

Strategies include implementing a matching program or student loan management solution to help pay down debt, as well as a 529 plan for parents saving for their child’s educational future.

It starts with rejecting subjective concepts and demanding objective pricing metrics.

Stale offerings that no one actually uses won’t move the needle on talent management, but earmarking an allowance for expanded options will spark interest and manage costs.

A seismic shift in what employees value most in an increasingly competitive labor market has left employers scrambling for guidance on how to best meet changing expectations.

In an industry that has yet to leverage technology, the combined shortage of doctors, nurses and the national blood supply has created a lethal cocktail.

Employees need to understand the intangibles of insurance policies with the help of an attentive adviser who will present the best possible suite of solutions.

Advisers who are ready to get serious about their prospecting and marketing efforts are probably ready to consider a separate system to help manage those activities.

Landing a prospective customer is a lot like dating. Remember that patience in growing relationships is the key to lasting success.