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The Human Element of AI Transformation

Discover ways to effectively navigate through AI transformation. Only 4% of companies say they’re creating real value from their AI investments. The key differentiator is how well organizations manage the human side of implementation. 

Download the white paper to explore best practices for taking a human-focused approach as you lead through change.

Recruiter Report: Find the “Perfect” Candidate

Finding top talent remains difficult in today’s labor market. However, holding out for the “perfect” candidate may mean losing out on high-potential individuals that would thrive in the role.

Read our blog post gain insights on redefining what the ideal candidate looks like and share how to take a realistic and future-focused approach to making the right hire.

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Building Your Personal Brand

When did you last carve out time to reflect on your personal brand? In today's evolving labor market, a well-defined personal brand is key for attracting opportunities that align with your strengths and enable you to contribute at your highest level – no matter where you are within your career. However, this is more than a catchy tagline or a curated online presence; your personal brand is a powerful tool for conveying your capabilities and attracting opportunities that both energize you and bring you satisfaction in your role.   Why should I care about my personal brand? Even if you haven’t formally defined your personal brand, you DO have one. It exists as the collection of behaviors, impressions and experiences you have been creating all your life. Taking a proactive approach to ensure your brand aligns with your aspirations and strengths, while working on effectively communicating your brand to others, can make a substantial impact on your career: Your personal brand establishes your reputation in the minds of others. It forms a clear perception of value, showing others what you bring to the table that’s unique, important and relevant. It creates consistent expectations, which helps align your objectives and improves your ability to succeed. Perhaps most importantly, it positions you to attract opportunities that are best suited to your greatest strengths. How do I create a personal brand statement? Whether you have an existing brand statement or if you are starting from scratch, being able to clearly convey your strengths is essential. Here are a few steps for crafting a personal brand statement that represents you authentically and accurately. Identify your strengths. Your strengths comprise the foundation of your personal brand, making it important to first uncover and define these areas. I recommend StrengthsFinder 2.0 for those who really want to dig deep into understanding the areas where they naturally excel. However, you can also begin to uncover these in a more informal way by considering past professional feedback, as well as by asking friends and colleagues about the words that come to mind when they hear your name. Create your personal brand statement. Once you've identified your key strengths, it's time to craft your personal brand statement. I’ve found this simple formula provides an excellent starting point for most professionals: Start with a basic statement (I + verb + noun). For example, "I drive results."  Add one or two of your personal strengths. For example, "I use my analytical thinking and determination to drive results," or "I drive results through innovation and execution." Add qualifiers (adjectives and adverbs). For example, "I use my analytical thinking and determination to consistently drive measurable results," or "I drive impactful results through creative innovation and timely" Continue to experiment and refine. Ensure your brand is reflected in a consistent way. Further build your personal brand by ensuring it is consistently represented across in-person interactions and virtual environments: Revisit your LinkedIn profile and resume or professional bio with fresh eyes. Do they clearly communicate your unique strengths? Pay attention to your communication style and how you show up – in meetings, emails and presentations. Is it aligned with the brand you’re aiming to convey? Seek out projects and responsibilities that showcase your strengths, allowing you to further demonstrate your unique value proposition. Practice sharing your personal brand statement in conversations to help it feel natural to you. By effectively communicating your natural talents through a personal brand statement, you’ll be positioned to contribute at your highest level both in current and future roles. However, it’s important to also remember your brand isn't built simply by what you say; it's demonstrated through consistent actions that align with your unique value. Invest the time in understanding, cultivating and articulating your strengths to attract the right opportunities, build stronger relationships, and make the greatest impact throughout your professional journey.

Jacobson Employee Spotlight – Q1 2025

In this employee spotlight, we’re excited to share three outstanding individuals who exemplify the values and culture that make Jacobson thrive. Learn more about their contributions and the impact they make every day! Tyler Thompson Account Manager, 2.5 years at Jacobson Hometown: Harlan County, Kentucky Alma Mater: University of Kentucky - My husband and I are a house divided; he is University of Louisville alumni. We don’t talk about it. Describe Your Role: I’m a recruiter on the executive search team so I do a lot of networking and outreach to industry leaders. Last Book You Read: Midnight Mom Devotional One Professional Skill You Are Actively Developing: Client-facing and presentation skills You Are Happiest When You Are: Making memories with my family and doing anything I can learn from. Advice for Newcomers to the Industry: Expose yourself to as much as you can and connect with people from different roles in the industry. Building your connections, self-branding and having those conversations will help you in the long run. What Inspires You to Excel in Your Role? The people are inspiring. Connecting with so many different individuals and helping them land their dream roles, while also witnessing how far hard work and time can take you, is truly rewarding. Favorite Restaurant or Food to Eat: We have a ton of really good eats locally. I truly just love good food! I can appreciate a local slice of pizza, Thai food, anything with crab or a nice, seared steak. The list goes on. If You Won the Lottery, What is the First Thing You Would Do? I wouldn’t tell anyone but there would be signs… Karen Lopez Recruiter, 6.5 years at Jacobson Hometown: Hoffman Estates, IL Alma Mater: National Louis University - Chicago Describe Your Role: I partner with our clients to provide experienced and tenured P&C insurance professionals - at all levels across, all business functions - on an interim basis. Random Fact: I once pulled several baby skunks from under my stoop without getting sprayed. Share a piece of advice for newcomers to the industry: Take advantage of the many insurance networking events to make connections and build relationships. Favorite Food: Chinese Food Last Book You Read/Show You Binged: Is it Cake? on Netflix If You Won the Lottery, What is the First Thing You Would Do? Purchase my dream home! You Are Happiest When You : Have sorted, purged and organized a drawer, closet, cabinet, or shelf What Inspires You to Excel in Your Role? A sense of contribution – to my co-workers, to my clients and to my network Patrick Brennan IT Specialist, 27 years at Jacobson Hometown: Born in Chicago, IL and currently live in Frankfort, IL Alma Mater: Loyola University of Chicago (BA and M.ED), DePaul University (IT Network Certification) Describe Your Role: I provide IT support across the company, including our temporary employees on client assignments who use Jacobson provided equipment. I also work with our MSP partner to implement and support all of Jacobson's voice and data needs. Last Show You Watched: Masters of the Air on Apple TV. It's about the Army Air Corps 100th bomber group's European campaign during WWII. In Your Time at Jacobson, What has Been Your Favorite Project?  Being part of Jacobson’s IT systems move from on-premises to the cloud. We are on the verge of migrating the last of our on-premises systems to the cloud. When I first started at Jacobson there was no e-mail or internet! We had a local server-based homegrown CRM/ATS application called Companies & Candidates. Updates were saved to floppy disks and shipped to each branch office to update the local database. The first e-mail system used a 56K modem to dial into the internet to download e-mails every 15 minutes. We also did not have direct dial phone numbers. All calls were routed through an operator. Favorite Restaurant: Mon Ami Gabi patio seating at The Paris Hotel in Las Vegas Advice For Newcomers to the Industry: Stay as current as you can on technologies with an eye towards the future. You are Happiest When You are…: On a beach in South Haven Michigan. Family, friends, drinks, music, bonfires and sunsets. If You Won the Lottery, What is the First Thing You Would Do? Buy all the eggs! Who or What Inspires You to Excel in Your Role? I will never stop being impressed and motivated by the hard work and capabilities of all Jacobson staff. View previous editions of our Employee Spotlight. For monthly Employee Spotlights, follow our Facebook page. 

Recruiter Report: Finding the “Perfect” Candidate

After years of shifts in the insurance labor market, we’re experiencing a more stable—yet still challenging—talent landscape in 2025. The industry's unemployment rate sits at just 2.5%, notably lower than the national rate of 4.1%. Not surprisingly, in our conversations with hiring managers, we continue to hear the same thing: finding top performers remains difficult, especially for specialized roles. Many organizations remain focused on finding the "perfect" candidate, one who checks every box. However, the most successful companies have shifted their approach, redefining what the ideal candidate looks like in today’s market. In this edition of Recruiter Report, we explore the question, “How do you hire the right candidate in today’s market?” Acknowledge the current talent landscape. The insurance industry continues to experience a competitive recruiting environment. According to The Jacobson Group and Aon’s Q1 2025 Insurance Labor Market Study, six of 11 functional areas are more challenging to recruit for than they were a year ago and nearly all positions remain at least moderately difficult to fill. Organizations that take a realistic and creative approach to recruiting will be best positioned to secure top talent. Here are a few key factors to consider: Insurance professionals with specialized expertise are in particularly high demand. Return-to-office mandates further limit available talent pools. Professionals are unlikely to make lateral moves; they expect advancement opportunities. Candidates are evaluating potential employers just as critically as employers evaluate them. Top talent often receives multiple offers, giving them strong negotiating power. Focus on must-have skills. In a tight labor market, distinguishing between essential and trainable skills is crucial. While specific insurance knowledge may be non-negotiable for certain roles, many technical skills can be learned. Identifying which skills are true day-one requirements versus those that can be developed over time will significantly expand your candidate pool. One of the most effective ways to attract strong candidates is to rethink rigid experience criteria. Ask yourself if 10 years of experience is truly necessary when a candidate with seven years has demonstrated exceptional growth and capability. Also, consider whether requiring specific designations is necessary. Many professionals are eager to earn credentials and continuing education credits on the job if given the opportunity. Explore your team’s future needs. Before finalizing job requirements, take a step back and think strategically about your team's trajectory. What are your department's goals for the next one-to-three years? Which soft skills or technical acumen will become more important over time? Sometimes the right hire is someone with skills that lend to innovation, rather than someone with extensive traditional experience. Assess your team's strengths and identify complementary skills that would enhance overall effectiveness and impact. The gap you need to fill might not be what you initially expected. Identify what makes your current employees successful. Look at your top performers. What qualities do they share? These traits often differ from those traditionally listed in job descriptions. The most successful employees may come from a variety of backgrounds, bringing transferable skills that allow them to thrive in ways that go beyond industry-specific experience. Pay special attention to problem-solving approaches, communication styles, adaptability and analytical thinking. These soft skills often predict success more accurately than technical knowledge alone. Consider growth-minded individuals and invest in upskilling. Candidates looking for their next career step often bring energy and drive that can transform your team. Professionals in the three-to-five-year experience range are typically eager to prove themselves and take on new challenges. What they might lack in experience, they make up for in enthusiasm and fresh perspectives. Though these growth-minded professionals are often strong hires, upskilling them is key. The best organizations implement regular development-focused check-ins – not performance reviews, but genuine conversations about progress toward closing skills gaps. When employees know you’re investing in their growth, they often respond with increased loyalty and engagement. Determine the candidate’s interest level. As you talk with candidates, keep an open mind and evaluate both their potential fit and their genuine interest in the role. In early conversations, ask questions to reveal their true motivations: What is lacking at your current employer that made you open to other opportunities? If their primary concern is remote work flexibility, they may not be fully committed to making a move and could be planning to leverage your potential offer to negotiate with their current employer. Look for deeper motivations, such as career growth, leadership opportunities or cultural misalignment, to gauge genuine interest. What stands out about this role? What made you want to hear more? Pay attention to how well they articulate their interest. Are they drawn to the responsibilities, company culture or long-term potential? Their response can help determine if there's a strong fit. How do you envision your future career path? Consider whether their long-term aspirations align with what your organization can realistically provide. A candidate seeking rapid advancement may not be the right fit for a position with limited growth opportunities, while someone who values stability may thrive in a more structured environment. What do you enjoy most in your current role and why? This helps reveal what truly drives them – whether it’s problem-solving, collaboration, autonomy or leadership. Comparing their response to what your role offers can help determine if they will be engaged and satisfied in the long run. Additionally, establishing compensation expectations early in the process prevents wasted time on both sides and ensures you can make a competitive offer if they're the right fit. For specific strategies on maintaining momentum in the hiring process and extending compelling offers, view our past editions of Recruiter Report. As the insurance industry continues to navigate a competitive labor market, organizations must adapt to secure top performers. The “perfect” candidate isn’t always an exact match - by focusing on transferable skills, growth potential and future team needs, you can identify the right hire for long-term success. Prioritizing upskilling allows you to build teams that meet immediate needs while evolving with your organization’s future demands. Has your organization successfully hired and developed employees who initially lacked some “required” skills? Share your thoughts in our latest LinkedIn poll.

March 2025: Labor Market PULSE

Rounding out the first quarter of 2025, the latest numbers show continued stability in the insurance labor market. Consistent with past years, unemployment dropped back down to 2.5 (less than half a point from 2024’s overall average). At the same time, total employment was up both month-over-month and year-over-year in January. According to our Q1 2025 Insurance Labor Market Study, conducted in partnership with Aon, 55% of carriers are planning to add staff this year and just 12% plan to decrease staff sizes. The insurance labor market remains stable, and job growth appears likely for the next 12 months. For more insights on what to expect this year, view our full results summary. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2.5% in February. The insurance carriers and related activities sector gained 5,100 jobs in February. At more than 3 million jobs, industry employment increased by approximately 53,300 jobs compared to February 2024. The U.S. unemployment rate increased to 4.1% in February and the overall economy added 151,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, January* insurance industry employment saw job increases in agents/brokers (up 4.0%), title (up 2.9%), reinsurance (up 1.6%), and property and casualty (up 1.2%). Meanwhile, jobs stayed the same in TPAs (remained 0.5%) and decreased in life/health (down 0.6%) and claims (down 0.3%). On a year-to-year basis, January* saw weekly earnings increases in agents/brokers (up 8.2%), TPAs (up 7.7%), property and casualty (up 7.4%),  claims (up 5.4%) and title (up 5.1%). ** BLS Reported Adjustments: Adjusted employment numbers for January show the industry saw an increase of 12,300 jobs, compared to the previously reported increase of 6,900 jobs. The BLS continues to revise numbers to be most accurate, which may contribute to inconsistencies, depending on when reports were pulled. *The BLS Job Openings and Labor Turnover Survey report and reports on wages and employment for the industry category are only available for two months prior. **The BLS has not reported on reinsurance and life/health insurance earnings since December 2024. The source for the data represented in PULSE is the U.S. Bureau of Labor Statistics. Insurance data is derived from the insurance carriers and related activities sector.

Insurance Industry Maintains Expectations for Revenue, Staffing Growth

The insurance industry is poised for a promising year ahead, with 88% of insurers planning to either maintain or increase their staff levels in 2025. A new Risk & Insurance article discusses more talent findings from the latest U.S. Insurance Labor market Survey by The Jacobson Group and Aon.

Q1 2025 Labor Market Study Infographic

Our Q1 2025 Insurance Labor Market Study, conducted in partnership with Aon, reflects stability and growth for the coming year. Below, we share a few of the study's highlights and carriers' plans for 2025.

ICM 2025: Why Choose a Career in Insurance

Throughout this 10th annual Insurance Careers Month, we’ve seen members of our industry come together to share their stories and showcase the many paths to a rewarding, purpose-driven career in insurance. Whether you're starting your career journey or considering a change, we hope you'll discover the many ways your unique skills and interests can contribute to this dynamic field. In the video below, Jacobson’s president, Corey Pinkham, shares his own experience within the insurance industry and highlights why now is the ideal time to explore all the industry has to offer.   Although this year’s Insurance Careers Month is coming to a close, you can learn more about the industry, its careers  and the Insurance Careers Movement year-round by visiting  https://insurancecareersmovement.org/ and by searching #ICM2025 and #InsuranceCareersMonth on social media.

Data Insight: More Insurers Expect to Boost Top Lines Than Headcount

Carrier Management highlighted the findings from The Jacobson Group and Aon's Q1 2025 Insurance Labor Market Study, sharing that there is a big gap between the percentage of carriers expecting to boost top lines and those anticipating staff growth.

The Human Element of AI Transformation

Only 4% of companies say they're creating real value from their AI investments. The key differentiator is how well organizations manage the human side of implementation. Download the white paper to explore best practices for taking a human-focused approach as you lead through change.

Q1 2025 U.S. Insurance Labor Market Study Results

The Jacobson Group and Aon - STG Performance Benchmarking conducted a study to investigate hiring trends within the insurance industry.

The Facts About Gen Z

We’re halfway through the 10th annual Insurance Careers Month – an industry-wide initiative focused on encouraging the next generation of talent to choose a career in insurance. Along with building a bench of talent as seasoned professionals reach retirement, there are a number of benefits to welcoming young professionals and new graduates with open arms. However, similar to when their predecessors – the Millennials – entered the workforce, members of Generation Z (those born between 1997 and 2012) are often quickly labeled, stereotyped and misunderstood. Whether you are currently leading a cross-generational team or simply seeking to better understand your younger colleagues, being open-minded and seeking to learn more about this group is invaluable. Below we separate fact from fiction to provide a clearer understanding of the youngest generation in the workforce. Fiction: Gen Z is all the same. Fact: Gen Z is the most diverse generation yet, with a wide range of perspectives and experiences. The most common misconception about Generation Z (or any generation) is that all its members possess the same attitudes and behaviors. Just like the generations before them, members of Gen Z are not all going to fit into one box or category. In fact, a little less than two years ago, Pew Research shared it’s no longer approaching its research through a generational lens in large part due to these labels often resulting in oversimplification or further fueling stereotypes. Life stage plays a significant role in how all individuals operate. As people of all generations gain experience and encounter major life events, their priorities, behaviors and perspectives naturally evolve, as well. Fiction: Gen Z is dependent on technology. Fact: While they are digital natives, many Gen Zers prefer face-to-face communication. As the first generation to never know a world without smartphones, tablets and apps, Gen Zers are digital natives. However, this doesn’t mean they don’t appreciate in-person conversations and other more traditional methods of communication. While text and instant messaging has become the norm across most generations, 51% of Gen Zers shared they prefer face-to-face conversations, according to a Johns Hopkins report. Fiction: Gen Z can’t learn soft skills. Fact: Soft skills can be developed, and many organizations are investing in related programs. One shared experience of the Gen Z workforce is going to school and/or starting their careers fully remotely during COVID.  As a result, there’s been less opportunity to practice and grow interpersonal skills in a professional setting. About half of executives say they don’t think Gen Z is ready for the workforce due to a lack of soft skills. Fortunately, these skills can be taught and some organizations have begun investing in programming around soft skills to help balance and amplify the hard skills this generation brings to the table. Fiction: Members of Gen Z aren’t loyal. Fact: Gen Z values stability, but won’t stay in a role that lacks growth, balance or purpose. It’s important to note that job hopping isn’t a trait specific to Gen Z or Millennials. The days of beginning and ending a career with one employer are largely over, regardless of an individual’s generation. Following the pandemic, the industry experienced a rise in voluntary quits as individuals reevaluated what they desired in their careers. Similarly, Generation Z won’t settle for an employer that doesn’t meet their criteria surrounding flexibility, work-life balance, career development and shared values. Almost half of Gen Z individuals would rather be unemployed than stuck in a job they don’t like. However, Gen Z also considers job stability one of the most important factors when making career decisions. Fiction: Gen Z is driven only by money. Fact: Career development and learning opportunities are even more important to Gen Z. While compensation is important across all generations, Gen Z places highest value on career development. Sixty-three percent of undergrads say learning and development opportunities are either important or essential when evaluating a potential job. This also impacts their decision to remain with a company or seek new opportunities as they build the foundation for their longer-term careers. Fiction: Gen Z is lazy. Fact: Gen Z prioritizes well-being and sustainable work habits, redefining work-life balance.   Today’s concept of work-life balance is much different than it was even five years ago. Gen Z is entering the workforce following half a decade of flexible work schedules and remote work. Their focus on upholding boundaries and prioritizing wellness and mental health contrasts with many of the tendencies of their predecessors. This generation has influenced terms like “quiet quitting” and “lazy girl jobs;” however, this is often more a reflection on employers and their ability (or inability) to prevent burnout while engaging and connecting with their employees. There’s no doubt Generation Z has a lot to offer our industry, especially amid pending retirements. By keeping an open mind, getting to know these individuals and valuing what they bring to the table, there’s much to be learned from the youngest members of the workforce.

Why We Love Working in Insurance

With Valentine's Day upon us, it feels like the perfect time to reflect on what makes so many of us fall in love with this unique and purpose-driven industry. From innovative technology and analytics to problem-solving and relationship building, insurance offers limitless opportunities that continue to inspire professionals at every level. Below, a few of our colleagues at The Jacobson Group share their personal stories and perspectives on building a career in insurance. Whether through making a meaningful community impact or connecting with passionate, forward-thinking peers, their experiences highlight why insurance proves to be such a rewarding career destination. We hope their insights encourage others to consider the diverse possibilities our industry has to offer. Regardless of where you stand in your career journey, there's always a new challenge or opportunity to discover in our industry. This Insurance Careers Month marks a decade of showcasing these possibilities, and we're more excited than ever about the future of insurance careers. We invite you to join the celebration this February by sharing your own story and helping us inspire the next generation of insurance professionals.