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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.

Competing for Technology Talent

Technology talent continues to be in high demand as insurers work to enhance customer experience, increase operational efficiency, personalize their offerings and compete in a quickly evolving environment.

Read our blog post for ways to be strategic and intentional in overcoming this talent challenge and effectively appealing to candidates within the technology space.

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Diagnosing and Treating the Care Management Talent Crisis

Healthcare professionals and their patients are retiring at an alarming rate. In fact, there will be more than one million openings for registered nurses by 2024 - twice the rate seen in previous shortages. Meanwhile, there will be a 55 percent increase in number of Americans aged 65 and older who seek additional care over the next two years. However, nursing school enrollment is not increasing fast enough to meet this projected demand and lack of nursing school faculty is preventing larger program enrollments. Heavier workloads are negatively impacting nurses’ motivation, stress levels and job satisfaction, aggravating turnover rates and deepening the talent crisis. More than a third of registered nurses often consider quitting their jobs and 35 percent of them hope to leave their jobs by next year. The care management talent crisis is imminent and demands health insurers to proactively respond with intentional recruitment and retention efforts. Jacobson explored this challenge in our recent white paper. Below are a few recommendations for treating the nursing shortage: Offer Non-Traditional Work Arrangements: Employers must work towards balancing employee preferences with business needs. By leveraging split schedules and other flexible arrangements, insurers may also open up their talent pools to individuals who can only commit to part-time positions, such as working moms or dads or those serving as caregivers to a parent or other elderly family members. Create Fluid Work Environments: Flexible work schedules and work-from-home options allow care management professionals to achieve better work-life balance. Employees will appreciate more control over their work schedules. Modernizing work arrangements and accommodating work preferences will help organizations reduce turnover rates and improve employee satisfaction. Invest in Employees: Implementing career development opportunities ensures employees that their employers are invested in their futures. Satisfied employees tend to stay with their employers, helping organizations elevate their employer brands and attract more qualified candidates. Delay Retirements: By offering incentives like decreased work hours or new leadership roles, health insurers can postpone veteran employees’ retirements. As aged professionals continue to work closely with emerging nurses, insurers can decrease organizational knowledge loss and allow themselves more time to develop comprehensive succession plans and recruitment strategies. Partner with Staffing Firms: Niche insurance staffing firms offer health insurers a unique, effective solution to the talent shortage. The right partner can leverage their extensive industry reach to provide interim nurses and medical directors who are ready to make an impact with limited training and ramp-up time. How is your organization combating the talent crisis? Download our white paper for more creative recruitment and retention ideas.

Diagnosing and Treating the Care Management Talent Crisis

As healthcare professionals and their patients are retiring, a care management talent crisis is imminent and the industry is in need of solutions.

Regulations in the Age of Cybersecurity

From Yahoo to Sony to Equifax, data breaches and cyber hacks are becoming more and more common. And they are not getting any cheaper. In fact, according to Ponemon’s Cost of Data Breach Survey, the cost of a hack is on the rise – 2017 set a record high with an average total cost of $7.35 million; and the insurance industry is not immune. In fact, more than 100 million Americans have had their information hacked in insurance sector data breaches. The expansion of cyber risks and the growth of the cybersecurity insurance market are a tremendous opportunity for the insurance sector. Meanwhile, state and government-level regulations continue to increase. What regulatory and compliance changes should insurers be aware of in 2018? Federal There has been a significant push in recent years to amend and improve the cybersecurity laws currently in place. For example, in 2015, the U.S. government passed the Cybersecurity Information Sharing Act, which encourages companies to share information on cybersecurity threats and defensive measures. Since then, numerous bills have been introduced, such as the Federal Exchange Data Breach Notification Act of 2015, which requires a health insurance exchange to notify each individual whose personal information is known to have been stolen. Many more legislative proposals can be expected as cyber hacks change and intensify. Most recently, Congress introduced the Data Security and Breach Notification Act, which would “protect consumers by requiring reasonable security policies and procedures to protect data containing personal information, and to provide for nationwide notice in the event of a breach of security.” State-Level On the state level, 2017 saw widespread action throughout the country. In fact, 42 states introduced 240 bills related to cyber threats; and as of March 2018, all 50 states have enacted legislation requiring private or government entities to notify individuals of security breaches involving personally identifiable information. Perhaps the most aggressive state regulation came from New York in 2018. They passed the first-ever cybersecurity regulation requiring business entities that operate in the financial services sector (including banks, insurance companies and other financial services institutions) and have $5M in revenue to submit proof of a cybersecurity plan of operation. According to the Department of Financial Services, “The NYDFS Cybersecurity Regulation works by imposing strict cybersecurity rules on covered organizations, including the installment of a detailed cybersecurity plan, the designation of a Chief Information Security Officer, the enactment of a comprehensive cybersecurity policy, and the initiation and maintenance of an ongoing reporting system for cybersecurity events.” Those who are not compliant can expect to pay a penalty. Globally The European Union (EU) is also getting involved in cybersecurity regulation. According to the EU, the new General Data Protection Regulation (GDPR) “was designed to harmonize data privacy laws across Europe, to protect and empower all EU citizens’ data privacy and to reshape the way organizations across the region approach data privacy.” The regulation applies to any organization that processes and holds the personal data of individuals residing in the EU, regardless of their headquarters. Companies that fail to comply can be fined up to four percent of annual global revenue or 20 million euro for breaching GDPR.  Insurance Industry Insurance regulators are raising the bar on cybersecurity too with the National Association of Insurance Commissioners (NAIC) establishing a Cyber Security Task Force. The goal of the task force is to create a comprehensive regulatory framework for cybersecurity. In October, the NAIC Insurance Data Security Model Law was approved. Based on the NYDFS, this law will establish standards and encourage requirements for data security implementation, notification and investigation at the state level, which affects the entire insurance industry. The NAIC Model Law is currently being introduced to state legislatures throughout the country; in fact, Rhode Island and South Carolina have already introduced legislation based on the NAIC Model. Cybersecurity is changing the regulatory landscape and 2018 is poised to be a pivotal year. Companies must prepare for the impending shifts and examine how their current risk and compliance processes may be updated to fit within an evolving environment.  As governments across the globe implement cybersecurity regulations, what is your organization doing to prepare?

Underwriting Automation: Why Expectations Might Not Match Reality

The underwriting automation engine has undoubtedly become a popular approach for many insurance organizations seeking to increase efficiencies and augment their workforces. While implementing this technology is likely vital to remain competitive, there is often a disconnect between the expectations and the reality of automation’s impact on underwriting operations. Automation is not a “magic bullet,” and the technology is not going to generate immediate cost savings. Most associate automation with savings by means of staff reduction. There certainly will be less need for underwriters to evaluate every single insurance application, as insurers are increasingly relying on data and software for this task. However, the impact on headcount may not be as drastic as some expect. Some companies may simply choose not to backfill positions left vacant from retirements and other attrition. Additionally, underwriters will still be needed to personally handle the most risky, complex and time-consuming cases. Any reductions that do take place may not directly translate to cost savings, contrary to popular belief. To oversee underwriting automation, insurers will require highly skilled “hybrid” underwriters to consistently update, test, validate and maintain their automation engines. Insurers will progressively look for “renaissance employees” for these roles – professionals with a solid underwriting foundation coupled with data analysis and various technology skillsets. They will need those who understand how automation works, as well as those that can offer technical underwriting expertise coupled with a business mindset. As has been observed with the hybridization of other professions, this unique skillset will likely command higher salaries. Therefore, cost savings derived from reducing headcount may be offset by salary pressures. Automation ignites the redefinition of work and this work calls for skill sets that not all underwriting team members may have. Given that everyone is learning in the moment, leaders will need to be intentional in providing opportunities for underwriters to access their consultative instincts. Assigning projects to expand their business analysis, critical thinking and even research and communication skills will help prepare them for the new work that lies ahead. It is also important to allow front-line professionals to engage with the technology and be part of the process. Retention during automation efforts can often become challenging. Don’t let employees paint their own picture of their future work reality. Leaders must be transparent, maintaining clear communication with their staffs. Semantics are important. Focus on the people and how they might be feeling. Automation is a modernization project that is going to automate routine tasks to free up valuable resources – them! During times of change, the importance of empathy cannot be overlooked. Compounding the Knowledge Gap The introduction of automation may also inadvertently contribute to the profession’s already widening knowledge gap. Continued low unemployment and a mass exodus of underwriters to retirement continue to drive the war for talent in this area. In fact, the underwriting profession is expected to see a deficit of nearly 35,000 individuals by 2020, according to Deloitte. This expansive automation trend is challenging the traditional training methods that fostered underwriters for years. New underwriters typically spend about six months to one year undergoing initial training. Those new to the profession learn by handling simple cases, which will now be mostly in the hands of the automation engines. As a result, in the new model, organizations will be challenged to provide emerging underwriters with the same training and experience as in years past; and the talent pool for senior underwriters will be at risk of depleting. Organizations can learn from the actuarial profession when it comes to professional development. Similar to the actuarial profession, there are two underwriting-specific designations: an associateship and fellowship level, awarded by the Academy of Life Underwriting (ALU). Earning these designations requires a combination of the Life Office Management Association (LOMA) coursework and passing four ALU exams. The ALU exams are only offered once per year, requiring at least a four-year commitment for the Fellow of the Academy of Life Underwriting (FALU) designation. It has become an industry best practice to provide actuaries with paid study time as they pursue their credentials and to offer financial incentives for passing exams. Given that young professionals today rate learning and development opportunities as one of their top priorities, building an underwriting trainee program inclusive of the already available industry education will not only support training, but will also assist in the recruitment and retention of new underwriters. The talent implications of automation also provide a chance for insurers to balance effectiveness with efficiency. Organizations may be able to build the most efficient process for today with automation, but they will meet challenges tomorrow if they fail to consider the long-term consequences in parallel. Insurers have the opportunity now to build training programs that will supply their senior underwriting needs for years to come. For example, organizations may consider leveraging trainees as an additional quality assurance check on the underwriting engine. By having trainees underwrite insurance applications that were already processed via automation, they will gain foundational underwriting knowledge while the organization ensures the accuracy of their underwriting engine. With this approach, insurers can tackle the widening talent gap and have a chance to turn immediate intentional inefficiency to lasting effectiveness. Insurers must pursue automation with their eyes wide open. Automation engines will be pivotal for the future success of the industry. However, as automation grows, so does its risks. Insurers need to realign their expectations and make serious informed investments into their underwriting operations – and talent – in order to succeed. How is your organization tackling the human component of automation?

8 Creative Benefits Guaranteed to Attract Young Professionals

As Baby Boomers continue their transitions into retirement and the insurance industry becomes more dependent on Millennial and Gen Z employees, organizations need to take a good hard look at their benefits packages to make sure they jibe with the next generations. By now, most insurers have transitioned to perks like casual dress with a “dress for your day” approach where jeans, or even shorts, are acceptable as long as you are not seeing customers. To appeal to more and more young professionals, organizations must think beyond the obvious perks – to more unusual and creative benefits. What benefits can help your organization stand out to potential employees? You may want to consider one of my favorites: Student Loan Aid: With college graduates often joining the workforce with more than $40,000 in student loans, this is top of mind. Though most companies offer tuition reimbursement – which could come in handy if new hires want to pursue a master’s degree – paying off their undergraduate degrees is a much more immediate concern. Only four percent of employers in the overall economy have instituted student loan repayment programs, including a handful of life insurance and property and casualty carriers. “Fur Baby” Benefits: Millennials are getting married and having kids later, so more of them consider pets important members of the family. Zynga, a video game developer, promotes Bring Your Dog to Work opportunities and pet insurance as part of their benefits package. Please correct me if I am wrong, but I am unaware of any insurance carriers offering similar benefits. This would be a great way to differentiate your company to pet-loving candidates. In-office Wellness: A fairly new carrier in Florida included a massage room when they built their gorgeous new office. They now offer Free Massage Days to their employees. Any employee can sign up for a massage courtesy of the company. What a great way to create a healthy work environment and lower employee stress levels! Companies get bonus points if they provide on-site health services like a nurse practitioner to take care of routine needs like flu shots or blood pressure readings, saving employees a trip across town for an appointment. Insurers could also build athletic facilities on-site to help employees stay in shape. If something so grand is out of scope, encourage wellness by subsidizing a gym membership. In-office yoga and healthy snacks are also huge hits with the younger crowd. Self-development: Several large carriers have their own libraries where employees can check out business books and other nonfiction to stay “in the know” about trendy industry topics. Including some “fun” reading can’t hurt either to remind employees of the importance of work-life balance. Here at Jacobson, we stock a small library in the lunchroom. We also host a monthly book club to discuss relevant books in a social setting, helping us connect with our peers and keep up with professional development. (We even include a conference line for remote staff!) Participants vote among a few choices at the start of a quarter, so everyone is invested in the chosen book. Recent book club selections are Grit: The Power of Passion and Perseverance by Angela Duckworth and Earning It: Hard-Won Lessons from Trailblazing Women at the Top of the Business World by Joann Lublin. Flexible Work: The tech industry offers some particularly interesting benefits. Netflix, for example, has no official working hours and gives their employees unlimited vacation – employees are just expected to get their work finished. Of course, remote work options have quickly gone from a benefit to a requirement for most candidates. Millennials consistently rank flexibility as one of their key employer attributes. The better the industry can get at allowing flexibility of both time and location, the easier time we’ll have retaining employees. Many carriers already allow one or two work-from-home days a week, and a couple of carriers are focusing on recruiting and managing completely remote workers. Focus on Family: Millennials often find themselves in dual-career couples, and time to bond with their kids has become even more precious than for previous generations. As a result, some companies are starting to extend their maternity leave – and paternity leave – timeframe despite it not being legally required in the United States. Additionally, one regional carrier in Iowa houses an in-office day care that is certified among the best in the state. Given the cost and difficulty of finding a good day care and the priceless ability to see your child during your lunch break, people taking advantage of this benefit are very likely to stay with the company. At least one company I know of also provides assistance to women who want to freeze their eggs so they can focus on their career right now and not lose the opportunity to have children later in life. Specialty Time Off: Some carriers pay for a certain number of volunteer hours each year, allowing employees to give their time to their favorite charity without using precious vacation days. This is right in line with Millennials’ desire to do good in the world. Other companies offer sabbatical programs where, after a few years in the job, employees earn the right to leave for a few unpaid months to pursue an opportunity that won’t fit into a week or two of vacation time. Some organizations even offer a six-month sabbatical to pursue growth opportunities for partial pay. Even if this were only available once for every five years of employment, it could be a major retention tool. Sports Passes: Larger carriers often have a corporate suite at their local sports arenas, but tickets are rarely made available beyond the highest levels of the company. A fun benefit would be to reserve a few of those seats and give them out by lottery, regardless of position. I ran into countless other benefits while researching for this post, such as smoking cessation assistance, nap rooms and even professional dress loans. However, my favorite suggestion is to transition to a buffet-style benefits program where employees allocate a certain amount of dollars to apply to their chosen benefits. In a four-generation workforce of increasing diversity, your employees are going to have a wide range of preferences; listen to what your employees really want and give them as much choice as possible.

Compass 11.2: Overcoming Today’S Candidate-Driven Market

The war for talent is here. No longer just an ominous warning for the future, the long-predicted talent crunch is hitting the insurance industry with incredible force. While the labor market's rebound from its pre-recession state and its relative stability are certainly positive for organizations' bottom lines, it has left insurers unprepared to face what is undoubtedly the most competitive recruiting environment the industry has ever faced. Jacobson shares unique insights into the rise of a candidate-driven market. This edition also includes our regular overview of the industry's current labor market and recent executive-level job changes.

Overcoming Today’s Candidate-Driven Market

No longer just an ominous warning for the future, the long-predicted war for talent is here. The insurance industry—in particular—has been hard hit by the emerging talent crunch and insurers are now faced with more openings than potential professionals. The result is a candidate’s market. With this in mind, organizations must rethink their current hiring and staffing strategies in order to adapt to a changing market. This new business reality requires innovative thinking. No longer are the old best practices effective in bringing in top professionals. In the latest edition of our Compass newsletter, Dave Coons, Senior Vice President at  The Jacobson Group, shares his insights into adjusting hiring expectations in order to find success in today’s candidate’s market. For an insider’s look at evolving staffing and hiring mindsets, along with an update on the insurance industry's talent market, download Compass.

Life Claims Goes High Tech

Technology continues to have a drastic impact on how the business world operates. Life insurers are no exception. Within the life sector, organizations are navigating their way through a number of emerging technologies. From the evolution of InsurTech to rapidly changing customer needs, life insurance firms need to adapt to today’s quickly-changing market. The claims field, in particular, is being disrupted by continued tech advancements. What changes is technology bringing to the life claims industry? How can organizations embrace and adapt to the continued evolution? Chatbots Provide Convenience: The introduction of chatbots to the life insurance process has the potential to provide a more personalized experience to consumers. These chatbots are able to gather data in real-time and quickly respond to policyholder questions. They are able to process claims and utilize pre-determined criteria for instant claims approvals, cutting down on customer wait times. These bots are being used to compliment human interaction by handling simple requests and questions, freeing up claims professionals to assist with more complicated issues. Automated Core Processes Streamline Work: Today’s life insurers are increasingly focusing on automating and incorporating robotics into core processes, including claims. Currently, these systems handle customer data from a wide variety of sources and require significant human interaction. Automation can digitalize these programs to reduce processing time, cut back the need for manual entries and minimize human labor. In addition, robotics can be programmed to handle much of the manual work and enable companies to free up personnel. As a result, organizations are able to provide faster claims resolution and more timely settlements. Smart Contracts Enhance Efficiency: Insurers are exploring how they can leverage blockchain-based technology and smart contracts to increase claims efficiencies. These smart contracts will execute automatically when certain predefined conditions are met. This will help better automate the initiation of life insurance claims while ensuring quicker claims processing. Mobile Platforms Increase Communication: Recognizing the wide-ranging potential of mobility, insurers are using mobile applications as an alternative to traditional communication channels. Customers are now able to submit supporting documents and track the status of their claims through to completion via a mobile app. Integrated Systems Detect Fraud: As claims systems become increasingly integrated, organizations are able to utilize data analytics to comb through a wide-range of information. Pulling together customer data from multiple channels, including social media and connected devices, insurers are able to look for fraudulent behavior and patterns. Predictive models can also be used to detect anomalies in order to flag potential fraud during the claims process. In fact, fraud detection is one of the most popular uses of analytics within the insurance and claims segment. By leveraging technology, insurers are better able to compete in today’s rapidly changing business reality. The claims sector, in particular, is evolving thanks to emerging advances and innovations. What changes are you seeing in your organization?

How to Write a Resume. An Insurance Careers Month Video Series

This blog entry is part one in Jacobson’s Insurance Careers Month video 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 Shelby Kling as our millennial guest blogger for this latest post. Shelby is the Executive Search Assistant for our executive search team. Enjoy...

How to Successfully Job Hunt. An Insurance Careers Month Video Series

This blog entry is part one in Jacobson’s Insurance Careers Month video 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 Daniel Villa as our millennial guest blogger for this latest post. Dan is a Business Development Coordinator for our health team. Enjoy...

Insurance Careers Movement: Top 5 Ways to Get Involved

The insurance industry faces a real and immediate talent crisis. Annually, four million Baby Boomers retire nationwide. Within insurance, nearly 50 percent of the workforce will be retired by 2034. At this rate, the industry will need to fill 400,000 positions by 2020 in order to remain fully staffed. Unfortunately, less than one in ten young professionals are interested in working in insurance. To combat this growing talent gap, Jacobson and a number of industry organizations launched the Insurance Careers Movement (ICM). This grassroots movement is aimed at collectively spreading the word of insurance as the career trifecta—stable, rewarding and limitless. Dedicated to engaging, educating and enlisting the best and brightest emerging talent to the industry, ICM continues to raise awareness of insurance as a desirable career choice. Already, we have helped to grow this movement to more than 800 insurance carriers, agents/brokers, trade associations and industry partners worldwide. This February marks the third Annual Insurance Careers Month. Designed to encourage outreach to young professionals, Insurance Careers Month is a key cross-industry ICM initiative. Is your organization ready to make an impact? It’s not too late to join the movement! Here are some top ways to get involved in this year’s Insurance Careers Month: Promote your organization – and the industry: Career fairs, career days and local job fairs offer great opportunities to expose students and recent graduates to the insurance industry. Your presence at these events can help teach emerging talent about insurance and introduce them to careers in the industry. It also provides your organization access to a large pool of candidates who are interested in internship and entry-level positions. Make sure to check out InVEST for career fair resources. Be present: Give emerging talent a first-hand look at everyday activities in the industry. Explore opportunities to volunteer in the classroom or allow students to job shadow. By encouraging exposure to industry jobs and careers, your organization can introduce the next generation to the realities of today’s workplace. This also provides the opportunity to share the message of insurance as an exciting and rewarding industry. InVEST provides a number of resources to jump-start these learning initiatives. Host a speed networking event: Networking is a great way to get in front of potential candidates. Speed networking is uniquely designed to build relationships with an array of professionals in a short amount of time. Pair up with a local university or young professional group to connect with interested individuals and host an event. Encourage current employees to participate and help expand awareness of the many opportunities in the industry. Connect the dots: How can an engineering background be used in insurance? Is finance and accounting relevant to the industry? Many of today’s students and young professionals are unaware of the ways their college focus can intersect with the industry. Fortunately, there is more to the insurance industry than meets the eye. With limitless opportunities, insurance offers a career path for virtually every major. Education efforts will be critical to sharing this message with the next generation. Resources like MyPath are helping point emerging talent in the right direction and sharing how their skills fit into the industry. Be a storyteller: Your current young professionals are an exceptional resource to promote and highlight insurance career opportunities. Take advantage of their insights and encourage them to reach out to other emerging professionals. Provide forums and outlets to share their own stories of success. Promote these stories on your website and social media pages. Make sure to utilize the ICM hashtags—including #InsuranceCareersMonth, #ICM and #CareerTrifecta—to amplify your message. Only by working together can the insurance industry combat the impending skills gap. Isn’t it time you got involved in this critical industry-wide campaign? Learn more today!

Are you insured for the Big Game?

The chips and dip are plated, the big screen is fired up and the chili is ready to go. You may think you’re all set for the big game, but are you missing something critical? When it comes to watching the Super Bowl, nine out of 10 viewers will be viewing the game from the comfort of their own homes. While this may seem like the safest place to enjoy the show, hosting a Super Bowl bash comes with its fair share of potential insurance claims. Everyone aspires to host the perfect Super Bowl party. Learn why insurance should be on your list of party must-haves: Fired up for tailgating? The Super Bowl is a big cooking day. In fact, it is the most popular grilling day of the winter and one of the top 10 most popular grilling days of the year. Unfortunately, grilling brings potential hazards, causing an average of 8,600 home fires and $75 million in direct property damage each year. The festive atmosphere of the big game can make cooking fires one of the most common party accidents. If you plan on firing up the grill, take proper precautions. If your house is damaged or destroyed, your home insurance’s dwelling coverage should help with repairs or reconstruction. Party guests on the DL? Any party has the potential for injuries. Are you covered if one of your guests ends up on the disabled list? While not every spill or tumble exposes you to insurance liability, make sure your homeowners and renters policies are up-to-date. Your standard insurance policy should include liability coverage which will protect you in case of party-goer injury. Household items intercepted? Your party guest list can easily expand as guests bring a few friends of their own. If you find some items missing during your post-game clean-up, your home insurance can help. Personal property coverage will help to replace stolen items, up to your policy’s limit. Renters insurance often has similar policy provisions. Hors d'oeuvres get red flagged? Super Bowl Sunday is the second-largest food consumption day of the year, following Thanksgiving. As the ever-popular chicken wings and finger food sit out during the course of the day, the risk of food-born illnesses increase. As host, you may be liable if your world-famous appetizers trigger food poisoning. You should always follow proper food handling and storage instructions in order to avoid a claim. To be safe, make sure your standard home insurance policy includes medical payments coverage. Partygoers ineligible to drive? Alcohol often plays a big role in Super Bowl fan festivities. In fact, the average blood-alcohol content measured during the big game is 50 percent higher than other nonholiday Sundays. If you plan to serve alcohol at your party, you may be on the hook for what happens when your guests leave to drive home. Currently, 39 states have enacted laws or have case laws that hold hosts who serve liquor liable for any injury or deaths resulting from crashes. Liability insurance might help pay for damage or injuries, but it is not a sure thing. Keep an eye on your guests and take steps to prevent drunk driving, including enlisting designated drivers. Now that you have everything covered, it’s time to sit back, relax and enjoy the game!