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Latest Insurance Talent Perspectives

Building and Maintaining a Strong Employer Brand

In today’s competitive labor market, a strong employer brand is a key differentiator in recruiting top talent, reducing costs, enhancing the candidate pool, and retaining high performers by instilling pride in their roles and company. 

View our latest white paper for tips to ensure your company represents itself as an employer of choice.

Q3 2024 Insurance Labor Market Study Results

The Jacobson Group and Aon conduct a Semi-Annual Insurance Labor Market Study to examine industry hiring and revenue trends and projections. The findings of our Q3 2024 iteration reflect a relatively stable labor market, with modest job growth.

Download the results to explore 2024’s staffing forecasts and hiring plans for the insurance industry.

Combatting the Finance and Accounting Talent Shortage

Faced with a shallowing pool of emerging talent and a workforce nearing retirement, finding qualified accounting and finance professionals has been an intensifying challenge for the industry. A comprehensive multi-prong approach is necessary to cultivate a workforce that can meet evolving demands and ensure operational continuity.

Read our blog post for insights on staying ahead of the growing finance and accounting talent crisis.

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Revive Your Recruitment and Selection Strategies: The Drive to Hire

This blog entry is part two in Jacobson’s Insurance Recruitment and Selection series, which provides insights into updated recruitment and selection processes and strategies for the modern workplace. The insurance industry is enjoying a return to its pre-recession strength. Low unemployment rates and positive revenue growth projections are resulting in an increased focus on building staff. Today, more than 66 percent of insurance organizations are looking to increase their staff—the highest percentage reported since the economic downturn in 2009. But what exactly is driving this renewed focus on hiring? What are the key motivators behind today’s insurance hirings? Since the economic recovery and the return to business as usual, insurers are taking a second look at suspended projects, organizational needs, and current gaps and discovering themselves in need of qualified talent. The hiring freezes and personnel cuts of the recent recession have created an understaffed industry. Further adding to this dearth in talent is an uptick in industry retirements fueled by the aging workforce. In fact, the industry faces a talent gap of nearly 400,000 positions by 2020. Addressing these growing skills gaps is a concern, with 30 percent of organizations pointing to understaffing as their primarily reason behind planned staffing increases. Increases in business volume and expansion top the list of staffing growth drivers at 57 and 54 percent respectively. In addition, a number of recent industrywide changes have created new mandates and regulations that insurance organizations must address. From the full implementation of the Affordable Care Act’s major provisions to new filing and reporting requirements, insurers face immense pressure to keep ahead of a growing number of new requirements and processes. Unfortunately for many insurance organizations, they currently lack the talent necessary to complete these tasks. As a result, they are looking to expand their current bench of professionals. Many insurers are also taking advantage of the positive economic climate to take a second look at their previously suspended projects and initiatives. Often, they are finding it daunting to undertake some of these larger projects at their current staffing levels. As a result, they find themselves looking for talent to successfully undertake and complete these tasks. Faced with this growing demand for talent and an increasingly challenging labor market, how can insurers fill their employment gaps? What qualities should they look for in today’s potential job candidates? Stay tuned for the next installment of our Recruitment and Selection blog series!

Staffing Continues to Dominate Industry Labor Concerns

The results from our latest Semi-Annual U.S. Insurance Labor Outlook Study are here! Check out the latest insurance industry statistics to learn what hiring and revenue trends you should be on the look for in 2016. Currently the U.S. Bureau of Labor Statistics (BLS) is reporting insurance unemployment at 3.0 percent in February—with predictions forecasting the rate will hover between one and three percent throughout the year. This is a marked difference from the high of ten percent in October 2009. As the industry “bottoms-out” in terms of unemployment, it is becoming clear that insurance organizations have finally returned to full employment levels.  Despite this staffing rebound, hiring continues to be a key focus across industry organizations. In fact, the rate of expected hiring reached the highest level in the history of the study, with 66.3 percent of organizations reporting that they are planning to grow their staffs. This focus on hiring is being driven primarily by an anticipated increase in business volume followed closely by business expansion. For the second time since 2012, revenue growth expectations hit 80 percent. Despite the slight decrease from the industry high of 87 percent reported in January 2014, revenue growth predictions for 2016 remain positive. In addition, only 2.2 percent of organizations are predicting a decrease in revenue—the lowest percentage since the start of the survey in 2009. Market share changes remain the primary driver of both revenue growth and loss in the coming year. Despite the return to full employment, the industry faces a record number of job openings as organizations focus on growing their employment numbers. In 2015, the industry saw 251,000 job openings—an increase of more than 130,000 compared to 2009. Unfortunately, this drastic increase in job openings is putting a strain on the already shallow talent pool. Looking forward, insurers are turning toward alternate staffing strategies to combat the growing talent gap. One key strategy is temporary staffing. Temporary employment continues play a bigger and bigger role in the overall economy. Currently, there are 2,919,100 contract professionals active in the national workforce. In the past six months alone, the number of interim professionals employed nationwide has grown by 43,600. According to the survey, 88 percent of insurers are planning to maintain their use of temporary professionals—the highest rate in survey history. In addition, 5 percent are planning to expand their temporary staffing usage. With both companies and individuals being drawn to the flexibility provided by temporary staffing, it is anticipated that the number of interim professionals will continue to grow. With insurance industry talent statistics highlighting a continued focus on staffing growth and a leveling-out of industry unemployment, insurers are finding themselves struggling to fill open industry positions. As organizations feel the growing talent pinch, the demand for alternate staffing solutions will only increase.

The Insurance Trifecta: Embracing a Career of Meaning and Reward

This blog entry is part two in Jacobson’s Insurance Careers Month series. Often described as old-fashioned, behind the times and an “old boy’s club,” the reality of the insurance industry as a noble career choice is being overshadowed by popular misconceptions. As a result, the true story of insurance is being overlooked. Insurance is an industry that “does good.” It provides valuable services to society and serves “the noble cause.” It has a long history of making a difference in the lives of individuals and communities—from life insurers, devoted to helping individuals through some of the most difficult times in their lives; to health insurers, helping individuals maintain their health and well-being; to property and casualty organizations, who are dedicated to protecting hard earned assets and supporting individuals touched by disaster. While insurance is an industry and a product that many individuals overlook in their daily lives, it is always there during a customer’s time of need. Today’s young professionals want to work for an organization where they can find meaning. They look for companies where they can make an impact, where they feel like they are contributing to the greater good. With this focus on social impact and a rewarding workplace, sharing the true story of insurance—as an industry that plays a vital part in ensuring that individuals, business, events and property are protected—is critical. Insurance organizations are shifting their focus toward better balancing their business needs with those of their consumers. They are placing increased emphasis and renewed focus on the customer experience. They are realigning their corporate initiatives and goals with the needs and wants of their policyholders. Looking beyond consumer relationships, insurance organizations are beginning to turn their focus inwards. They are now devoting their time and energies toward creating a company culture that engages and attracts top talent. They are renewing their professional development opportunities, including continuing education and mentorship. Insurance associations are now offering programs to gain additional certifications and experience, and insurers are lending their support through financial reimbursements and company-supported study time. New investments in technology and innovation are enabling professionals to be a part of something new and exciting—defining the future landscape of the industry! Thanks to the growing focus on the consumer experience and the shift toward corporate responsibility, the industry is making strides to promote the reality of insurance as a noble and gratifying profession. Internal changes are opening up new, positive opportunities to individuals looking to forge a successful and rewarding career. All in all, it is truly an exciting time to work within the insurance industry.

The Insurance Trifecta: Unlocking the Answer to the Career Stability Conundrum

This blog entry is part one in Jacobson’s Insurance Careers Month series, which features our own Millennial bloggers providing their unique insights and insider perspectives into insurance as a great career choice. It is my pleasure to introduce Steve Lessaris as our Millennial guest blogger for this latest post. Steve is a Client Development Manager with our Professional Insurance Recruiting practice. Enjoy... Individuals, families and businesses nationwide share a common concern: security and stability. Following the recent economic downturn, a larger portion of the population is actively seeking stability in their personal lives, in their finances and—most importantly—in their careers. In terms of the insurance industry, most people are aware of the three basic coverage areas: health, life, and property and casualty. They have a basic understanding of these three industry pillars and how they provide a safety net within their own lives. However, insurance does so much more and goes far beyond these narrow definitions. In fact, insurance provides stability to our personal lives, as well as the global financial industry. New technological advances are happening all around us at a rapid pace. As a result, insurers are now seeing the greatest increase in market accessibility in recent history. In response, the industry is expanding its focus and changing up its routine. Insurance is now moving into new and exciting areas—providing security for our financial and personal electronic data and records. In today’s globally connected world, the industry has an obligation to expand this financial security to underinsured markets across the globe, leading to new developments in international products and risks. Beyond these new horizons, the industry is also expanding within its current markets—providing financial-service type products including mutual funds and retirement plans. However, insurance stability goes far beyond just personal and financial coverage. What most professionals fail to realize is the unparalleled stability offered by a career within the industry. As the industry expands into new frontiers, insurers will need to work to ensure they have the talent to keep up with the latest innovations and demand for new products. In fact, by 2020, the industry will create more than 400,000 job opportunities. These new positions go beyond the agent or claims adjuster roles that most think of in terms of an insurance career. Today’s modern insurance organization offers dynamic careers in accounting, finance, marketing, information technology and much more! For young professionals, recent graduates and students, the insurance industry provides a great opportunity to develop a secure and challenging career. Each year, nearly four million Baby Boomers are retiring, creating a growing executive skills gap that must be bridged. Faced with such a large talent gap, insurers will be looking to graduates and young professionals to step in and make a difference. The story of an industry career is one of stability—even in times of dire economic challenges. Individuals and businesses will always need insurance, making it one of the most stable industries in the business world. As the next generation begins to think about their careers and moves into the workforce, the advantages and stability the insurance industry provides should not be overlooked.

Are Stay Interviews the Key to Unlocking Your Employees’ Hearts?

Employee retention is essential to an organization’s success. High turnover not only hurts your bottom-line, but also damages morale among remaining employees. As the economy grows stronger and job creation continues to accelerate, workforce retention is becoming more and more important. The quit rate is quickly approaching levels not seen since before the economic recession. Thanks to renewed confidence in the labor market, employees are seeking new opportunities in order to advance their careers. Today’s insurers must shift their efforts toward engaging and retaining their valued talent. Unfortunately, according to a 2015 LHH Talent Mobility Research Report, organizations continue to struggle with identifying and addressing employee needs and aspirations. Healthy, happy and engaged employees are essential to a productive workforce. These individuals are providing positive contributions to your organization’s bottom-line, producing quality work and maintaining long tenures. But what happens when the spark fizzles out? Outside of wining and dining your employees, how can organizations continue to woo their top talent? The key may be to address the problem before it starts. Incorporating a stay interview into your retention strategy is a great way to combat attrition challenges and help your employees “feel the love.” A stay interview is focused on asking the right questions at the right time—building retention and engagement before employees become dissatisfied and look for alternative opportunities. Insurers must determine what makes outside career opportunities more appealing and incorporate those factors into their own organizations in order to retain valuable talent. Ask questions that delve into your employees’ motivations. What is important to you in your job? What would cause you to leave? What part of your job were you most excited about when you started? Has that changed? What made you choose to work for us? Unlike annual reviews and other once-a-year touchpoints, stay interviews should be a constant practice. This will ensure you are fostering honest and open communication on a regular basis. In fact, your culture should be built around these continuous stay interviews. While the process may start out more structured, with practice, it should become an informal cultural company activity. Devoting management efforts toward conducting stay interviews allows your organization to keep a pulse on what is happening with your employees and identify the factors that are creating potential turnover. Armed with these insights, your organization will be better prepared to engage and retain its valuable talent.

The Insurance Career Story: Stable, Rewarding, Limitless.

The insurance industry stands at the cusp of a growing talent crisis. Nearly half of insurance professionals will be retired or on the verge of retirement within the next 15 years. To remain fully staffed, the industry needs to fill 400,000 open positions by 2020. Unfortunately, graduates from risk and insurance programs currently meet only 10 to 15 percent of this growing need. Adding to the challenge is the reality that less than five percent of Millennials are interested in working in insurance. In order to find a solution to this worsening skills gap, the industry must work together to engage, educate and enlist the best and brightest emerging talent. Jacobson is proud to be part of the collaborative of industry organizations—including Hamilton Insurance Group, PCI, MyPath, InVEST, and Valen Analtyics—that ignited a grassroots movement dedicated to raising awareness of insurance as a desirable career choice. This cross-industry, multi-phased initiative is kicking off with an inaugural Insurance Careers Month—a month long focus on careers in insurance. This February is just the first leg of an awareness campaign branding insurance as the career trifecta—stable, rewarding, limitless. It is not too late to join the movement. Pledge your organization’s support by visiting www.insurancecareersmonth.com. It will take the joint commitment of hundreds of carriers, brokers and industry partners to impact the industry’s career brand. This is not a fundraiser. Participating companies are leveraging their own voice to amplify our unified message through their own individual initiatives, local outreach and social media. Looking for ways your individual organization can make an impact? Check out the following tips for promoting the insurance as an industry of choice to today’s young professionals: Revitalize your internship program: Internships are an excellent way for insurance organizations to find emerging employees who can help grow their business. However, not every program is created equal. Is your current internship strategy in need of a face-lift? Now is the time to revamp your current plan. Focus on a quality program that appeals to today’s bright and ambitious young professionals. Post your openings on MyPath—an initiative dedicated to educating students and young professionals about the insurance industry or on the Gamma Iota Sigma—the international risk management, insurance and actuarial science collegiate fraternity—website. Inspire the next generation: Take the opportunity to share what makes insurance a great industry to work in. Providing a first-hand look at a day in the life of an insurance professional is a great way to build excitement around an industry career. Allow students to job shadow or participate in career days at local schools. Check out InVEST for resources to help your organization get started. Take advantage of technology: Today’s young professionals are tech savvy and socially connected. Appeal to emerging talent by utilizing the technology they rely on every day. Have your Millennial employees launch a video campaign describing why insurance is a great industry to work in. Or, hold a virtual meet and greet with key members of your organization. Be a social media master: Five out of six Millennials connect with companies on social media. Make sure you are not missing your chance to engage these individuals. Be active on Twitter and other social sites frequented by today’s young professionals. Utilize popular Twitter hashtags to expand your reach. Highlight recent events and volunteer activities. Encourage employees to share their experiences on your company pages. And don’t forget to follow the hashtag #careertrifecta and share the published content. Promote your success stories: Take advantage of your current Millennial employees to reach out to other emerging professionals. Provide a forum for these individuals to share their own stories of working within the insurance industry. Highlight these on your website and social media. More than 320 companies, including Lloyds of London, Marsh and McLennon, and CNA, have already announced their support and participation in Insurance Careers Month. Working together, the industry can make a difference in combatting the impending skills gap. Isn’t it time you got involved in this industry-wide campaign? Learn more!

The Wild World of Sports Insurance

We’ve all heard the stories: Gene Simmons and his $1 million tongue, Mariah Carey and her $1 billion legs, and Julia Roberts and her $30 million smile. In the world of insurance, celebrities top the list of outlandish policies, but what about insurance in athletics? Professional sports are well known for their big dollar items. Already, Super Bowl 50 is being touted as “the biggest Super Bowl the NFL has ever celebrated”—and its associated costs back it up. But did you know that these costs extend to insurance? The minimum requirement in total insurance coverage for this year’s game is $350 million. In addition, general liability coverage required for each pre-game activity is $20 million. The staggeringly high costs of insurance in the professional sports arena is not limited to big events like the Super Bowl. In fact, individual athlete insurance policies are following suit. Let’s take a look at some of the most unique insurance policies taken out by the world’s top athletes. Mark McGwire: Amid major league baseball’s heated home run race of 1998, Mark McGwire decided to insure his ankle, which had been a nagging injury throughout his career. After the St. Louis Cardinals’ insurance company denied coverage, Lloyd’s of London stepped in and covered the appendage for a reported $12 million. He later went on to beat Sammy Sosa and set a new record of 70 home runs in a single season. David Beckham: Considered one of the most popular soccer players in the world, former Manchester United soccer superstar David Beckham insured his legs for a cool $70 million in order to protect himself from any accidents that could hurt his playing ability. In 2006, Beckham expanded his coverage to $195 million. The “biggest personal insurance policy in sporting history” covers him against not only injury and illness, but also disfigurement— as many of Beckham’s current endorsement deals rely on his looks. Cristiano Ronaldo: Following in David Beckham’s footsteps is Real Madrid star Cristiano Ronaldo. In 2009, it was announced that the club had insured the legs of their star player for $144 million. It is safe to say that this World Player of the Year is covered in case of injury. Troy Polamalu: Gaining popularity on the field for both his powerful tackles and his long, flowing hair, Pittsburgh Steelers safety Troy Polamalu scored an endorsement deal with shampoo brand Head & Shoulders. His trademark, three-foot-long mane is now insured for $1 million through Lloyd’s of London. According to Head & Shoulders, Polamalu’s hair is “so thick and full that, end-to-end, it spans 100 football fields,” and is now protected in case of damage. Tim Tebow: Insurance policies are not limited to professional players. In fact, a number of student athletes have taken out policies to ensure their futures in case of injuries on the field. During his senior year with the Florida Gators, Tim Tebow took out a $2 million policy to protect against injuries. Fortunately for the Heisman and national championship-winning quarterback, he did not need to cash in on his policy before joining the Denver Broncos for his rookie NFL season. With athletes relying on their physique and their physical skills in order to make a living, it is no wonder that sports insurance has become more-and-more popular among today’s professionals. And now you’re armed with some insider insurance trivia to wow your friends while you watch this year’s big game!

Insurance Disruption: Embracing the New Reality

The business world as we know it is changing. Etsy has transformed the handmade marketplace, allowing artisans and crafters to sell products to a global, online audience. Uber has single-handedly turned the taxi industry on its head with its groundbreaking rideshare application. Rent the Runway now allows individuals to rent designer gowns and accessories for a fraction of the cost. But what do these changes mean for the insurance industry? No longer are insurers able to ignore the transformations that are re-shaping the business world. Thanks to new regulations, increased industry competition, rapid technological advances and change to distribution channels, insurance organizations are coming face-to-face with the new disruptive reality. As my brother and co-CEO at The Jacobson Group, Greg, discussed in our latest edition of Compass, the insurance industry stands at a vital crossroads. Only those organizations that adapt to the new business reality and embrace the untapped potential provided by disrupters will succeed. Disruption is not a new phenomenon. In the last few decades, we have seen the personal computer replace the typewriter and the cellphone revolutionize the telecom industry. Within insurance, the emergence of organizations such as Esurance and Progressive, with their simplified online-based models, have changed the way policyholders purchase and manage insurance policies. Having historically siloed itself away from most radical changes and innovations, the insurance industry now faces monumental upheaval. Technological advancements are increasing the opportunity for disruptions while consumer preferences are fueling the demand. From telemedicine and home sensor systems to drones and the e-commerce revolution, insurers are beginning to embrace change and expand beyond the status quo. Disruptive innovation is poised to redefine the future landscape of the insurance industry. Only those insurers who are prepared to challenge themselves and to overturn their current business models will be able to successfully compete in today’s constantly evolving and competitive insurance marketplace.  For insights on the growing importance of industry disrupters along with an update on the insurance industry's talent market, download Compass.

What Talent Trends Will Have an Impact on the Industry in 2016?

2016 is poised to be a year of rapid change and innovation within the insurance industry talent market. From the rise of flexible work options to the growing analytics revolution, the industry continues to be influenced by a number of key emerging talent trends. Here are the eight top insurance industry trends for 2016. Insurance Industry Talent Shortage Comes to a Head: A wave of retirements and low unemployment rates are creating a talent war within the insurance industry. Companies must rethink their current staffing strategies in order to get ahead. Emerging Talent is the Key to the Industry’s Future: Faced with a growing talent gap, organizations are tasked with updating their current engagement and retention practices in order to reach the next generation of insurance professionals. Time to Look Beyond the Industry: A tightening labor market is making it more and more difficult to find talent from within the industry. By shifting the focus towards skills and qualifications, insurers are able to find out of industry talent and grow them into valuable insurance professionals. Interim Talent is Closing the Gap: Insurers are facing a number of new mandates and regulations that are expected to tax their current staff. Bringing on highly qualified interim professionals is quickly becoming the solution to support this growing demand for talent. Flexible Work Options are Becoming the Business Strategy of the Future: Flexible work is quickly becoming a key engagement and retention tactic, creating happier employees and enabling organizations to expand their recruitment talent pools by looking past physical locations. Hiring and Staffing Goes Mobile: The job search is moving to mobile. With the number of smartphone users on the rise, having a recruitment strategy that embraces digital advances is vital to reaching potential employees. Gamification is Taking Training to the Next Level: Traditional training is dull and boring. The rise of gamification is providing organizations an alternative method to increase engagement among new hires. The Analytics Revolution is Here to Stay: Analytics is revolutionizing the business world. In order to fully embrace the innovations brought by growing technological advances, organizations are hiring analytics professionals at a rate more than five times faster than the overall national employment growth rate. Want to learn more about the top insurance industry trends anticipated in 2016? Download our full trend guide for an inside look.

Compass 9.1: Insurance Disruption – Embracing The New Reality

From Airbnb and Zipcar to Google Compare and cyber risk, we are facing a number of growing "disrupters." As an industry, we are no longer able to silo ourselves against the changes being wrought by new regulations, increased competition, technological developments and distribution changes. In this issue's feature article, Jacobson's co-CEO Greg Jacobson shares insights into the emergence of disrupters in the insurance industry. This edition also includes our regular overview of the industry's current labor market and recent executive-level job changes.

Revive Your Insurance Recruitment and Selection Strategies: Avoid the Hiring “Fire Drill”

This blog entry is part one in Jacobson’s Insurance Recruitment and Selection series, which provides insights into updated recruitment and selection processes and strategies for the modern workplace. Do any of these situations sound familiar? Open enrollment is right around the corner and you need customer service representatives, stat! Recent company turnover has you scrambling for a new underwriter. Your Chief Financial Officer is retiring and you need to find a replacement immediately. If you are like most companies, your current staffing strategy is to wait until the need arises to find and recruit talent. However, initiating a talent search only when a position needs to be filled immediately is actually making your job much more difficult. Don’t let your organization be waylaid by the hiring “fire drill.” In fact, while you may not always be hiring, you should always be recruiting. It may sound counterproductive, but embracing a culture of recruitment is key to ensuring your organization is able to compete in today’s increasingly challenging labor market. Building an opportunity pipeline ensures that your company has a bench of talent it can turn to in its time of need.  To be successful in growing a talent pipeline, your organization must consistently share its message and mission with the public. Regardless of any open opportunities, building positive recognition goes a long way in engaging passive candidates and fostering interest in working with you. Recruit employees to serve as ambassadors and advocates for your company. Encourage your current staff to “sell” your company and engage with others both inside and outside the industry—highlighting the perks, benefits and unique culture that you provide. Take a look at your website to make sure that you are getting the most “bang for your buck.” Your website serves as your unique job search calling card. As such, you want to make sure that you are making a good first impression and putting your best foot forward. Today’s job searchers want to be able to visit your website and learn more about your unique culture, see what you offer to employees and learn more about your history and current activities. Make sure to include employee testimonials, details on recent corporate citizenship initiatives and information on company accomplishments. With the competitive insurance labor market continuing to tighten, building a culture of recruitment is vital to avoiding the hiring “fire drill” and ensuring your organization’s future success.

Enter the Millennials: Make Way for the Next Generation of Insurance Leadership

Nearly four million Baby Boomers nationwide are retiring each year, and they are leaving behind a growing executive skills gap that must be bridged. Luckily, today’s young professionals are poised to meet this impending need. How can the insurance industry adapt their current workforce culture to embrace and encourage this new generation of leaders? In recent years, insurance organizations have renewed their focus on engaging young professionals. They have rethought recruitment practices and strategies, revitalized company cultures, and instituted company-wide policy changes in order to attract Millennials. In our latest edition of Compass, we discuss how the industry must now shift their focus to transitioning their Millennial employees into the executives of tomorrow. Fortunately, one million Millennials are entering the U.S. workforce annually and are ready to take on a leadership role. In fact, 91 percent of Millennials aspire to be a leader. Unfortunately, organizations are learning that supporting these professionals requires a new way of doing business. These achievement-oriented, passionate and energetic professionals are re-thinking the traditional corporate ladder. With Millennials focused on carving out their own career path, cultivating this generation of leaders means redefining leadership itself. A career lattice focused on horizontal, vertical and diagonal developmental paths will allow more collaborative and customizable ways for today’s young professionals to structure work and build careers. Organizations must move past their dated development programs and incorporate more targeted, personalized training programs. Dynamic, “assignment-based” career training programs may be the key to helping young professionals improve their skills and take charge. Only by embracing change and engaging today’s Millennial professionals, can insurance organizations successfully build the leaders of tomorrow. For insights on the importance of Millennial leadership along with an update on the insurance industry's talent market, download Compass.