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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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PULSE of the U.S. Labor Market - January 2024

January 2024: Labor Market Pulse

Similar to December 2022 (which saw an unemployment rate of 3.5% that quickly fell in the following months), December 2023’s unemployment rate increased to 3.4% for insurance carriers and related activities. Despite this rise in unemployment, the industry added 4,500 jobs last month, contributing to a total gain of nearly 40,000 jobs in 2023. Open jobs in the larger finance and insurance sector also remain strong at 290,000. While the overall labor market may be slowing, there’s still a strong demand for insurance talent. Next month marks the 9th annual Insurance Careers Month, where the industry comes together to amplify why insurance is a career of choice: it’s stable, it’s rewarding and it offers limitless opportunities. Learn more and start planning your organization’s involvement: https://insurancecareersmovement.org/resources/. Additionally, the Q1 2024 Insurance Labor Market Study, conducted by Jacobson and Aon plc, is now open for participation. Share your plans for the next 12 months and gain access to the results: https://jcbsn.gr/2024q1-laborstudy.   AT-A-GLANCE NUMBERS   Unemployment for the insurance carriers and related activities sector increased to 3.4% in December.  The insurance carriers and related activities sector gained 4,500 jobs in December. At nearly 3 million jobs, industry employment increased by approximately 39,500 jobs compared to December 2022. The U.S. unemployment rate remained at 3.7% in December and the overall economy added 216,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, November* insurance industry employment saw job increases in reinsurance (up 3%), TPAs (up 2%), agents/brokers (up 1.4%), life/health (up 1.1%), property and casualty (up 0.5%), and claims (up 0.2%). Meanwhile, jobs decreased in title (down 6.4%). On a year-to-year basis, November* saw weekly wage increases in title (up 11.1%), agents/brokers (up 8.1%), property and casualty (up 6%), life/health (up 5.3%), claims (up 4.6%), TPAs (up 4.2%), and reinsurance (up 1.3%).      *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 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.

Creating an Exceptional Employee Experience

Creating a Positive Employee Experience in Today’s Environment

In today’s environment, creating an engaging employee experience that transcends geographic boundaries and asynchronous schedules has become a priority for many insurance leaders. In our recent issue of Compass, Corey Pinkham, senior vice president, shares how to cultivate a work environment that positively impacts each individual. Below are just a few of the key takeaways from his feature article, "Creating an Exceptional Employee Experience." Recognize the employee experience may look different depending on where an individual is within their employment lifecycle. Providing an exceptional employee experience regardless of tenure, level and location should be an ongoing goal. This includes offering growth opportunities, fostering a sense of belonging, promoting ongoing communication and reflecting your culture in daily actions and decisions. However, this will look different depending on where each individual is within their lifecycle with your company. For example, it’s vital to help new hires feel a sense of connection to their role and team early on, while also helping them visualize their future with your organization. For more tenured individuals, focus on offering new challenges and increased exposure to keep them energized, and provide support as they adapt to changing work environments and new processes. Recreate or reaffirm your company culture in the context of today’s environment. It’s important to evaluate how culture is being outwardly reflected in remote and hybrid settings and ensure it’s aligned with your corporate values. A few areas to examine include how you’re nurturing relationships and building a sense of community, ways you’re prioritizing mental well-being, and whether growth and development opportunities are as robust as they were pre-COVID. Additionally, boundaries are often more ambiguous in hybrid environments, making it necessary to set clear expectations around productivity and performance, while leading by example and encouraging individuals to step away from work and recharge. Break down corporate silos and encourage collaboration. Even if day-to-day information sharing has slowed down within your organization, there are ways to proactively rekindle collaboration within your team and across departments. Identify potential silos and set clear expectations around communication. This may include implementing monthly meetings, initiating joint projects and/or exploring new tools. Help create a shared sense of purpose by ensuring individuals understand the company’s larger goals, as well as how their roles and their colleagues’ roles contribute to the organization’s success. By investing in an exceptional employee experience, you’ll be able to optimize your most valuable asset – your people! View the full article for additional best practices. For more talent insights delivered to your inbox each quarter, subscribe to our Compass newsletter.

Jacobson Employee Spotlight - Q4 2023

Jacobson Employee Spotlight – Q4 2023

At Jacobson, we know our team members are the driving force behind our company’s ongoing success year after year. As 2023 comes to a close, we’re taking a moment to appreciate the dedicated individuals committed to helping our clients reach their talent goals. Below, we highlight just a few of our Jacobson team members and their roles. PAM IRVING Marketing Communications Assistant, 29 years at Jacobson Hometown: Chicago, Illinois Alma Mater: Robert Morris University Describe Your Role: I work with the marketing team as the marketing communications assistant. I'm responsible for assisting with conference coordination, mass email prep and various other duties.  Favorite Dessert: Apple pie and vanilla ice cream Jacobson in Three Words: Professional, Loving, Dedicated Random Fact: I have four sons, two of whom are identical twins.  One Thing That Recently Made You Smile: Making someone else smile Last Song You Listened To: "In da Club" by 50 Cent SUSAN CALLOZZO Senior Vice President, Director of Finance, 5 years 10 months at Jacobson Hometown: Herscher, Illinois Alma Mater: DePaul University - Go Blue Demons! Describe Your Role: I am in charge of the accounting department and all that entails. I am also a member of the executive leadership Team. Jacobson in Three Words: People, people, people Career Advice You Would Give to Your Younger Self: I would not. I received excellent career advice from others and learned so much from just living the experience, I wouldn’t trade that for anything. Last Song You Listened To: "Roll with the Changes" by REO Speedwagon Favorite Thing About Working at Jacobson: I love working with Rick and Greg and all the Jacobson employees.  What a great bunch of smart people who are a pleasure to collaborate with. Favorite Movie: "Iron Giant" How You Balance Your Career and Family: I have a very supportive husband and we are a team. What You are Most Proud of in Your Career: I am most proud of the relationships I have made during my career with colleagues and employees. One of my most enduring friendships is with a former co-worker. Weirdest Job You Have Ever Had: In the 1980’s I was a gas jockey. I pumped gas, washed windshields, and checked fluids and tire pressure at a full-service gas station. MIKE ABATE Client Advisor, 1 year 7 months at Jacobson Hometown: Cleveland, Ohio AKA "The Land" Alma Mater: I am a Cincinnati Bearcat and a lifetime fan of The Ohio State Buckeyes! Describe Your Role: I am a managing director within our Executive Search practice. My area of focus is the property and casualty industry and I'm responsible for business development and sales production for C-suite level searches.  Favorite Sports Team: All Cleveland sports: Browns, Indians and Cavs, and of course The Ohio State Buckeyes! Jacobson in Three Words: Respected Insurance Organization What You Are Most Proud of in Your Career: Running distribution for a top 15 insurance carrier was pretty good for a kid that couldn’t spell insurance straight out of college. Along with that, paying it forward, I’ve been blessed to have many incredibly talented mentors in my career. I hope I was able to play the same role for some along the way. Favorite Thing About Working at Jacobson: The incredible and genuinely supportive executive search team Random Fact: I was a pretty decent singer growing up. I got that from my dad.  Weirdest Job You Have Ever Had: I’m not sure it would fall under the weirdest job category; however, I grew up in a family-owned Italian restaurant. I started washing dishes at the age of 7 and moved up to waiting tables at 11. We lived in a two-bedroom apartment above the restaurant. Last Song You Listened to: "Light My Love" by Greta Van Fleet One Thing That Recently Made You Smile: Friends golf trip, always a great time filled with legendary stories and jokes Career Advice You Would Give to Your Younger Self: I would be much more balanced with my career and focus on family. Early on, I missed too many events when the kids were younger. If I had to do it all over again, I would have been much more balanced AND committed to making both a priority.   View previous editions of our Employee Spotlight here. For monthly Employee Spotlights, follow our Facebook page.

December 2023: Labor Market Pulse

The overall U.S. labor market remains strong as we close out 2023, exceeding some economists’ expectations. November saw a 0.2-point drop in the U.S. unemployment rate and the addition of nearly 200,000 total jobs. Within the insurance carriers and related activities sector, unemployment increased slightly, yet remains low at 2.1%. Of note, the larger finance and insurance sector experienced a drop in open jobs following three months of growth; yet this number continues to fluctuate, with a high 2023 annual average of 355,000 open roles.  Heading into the new year, leaders are planning for successful futures in an evolving business climate. See what is on our team’s radar in our 2024 Talent Trends Guide.   AT-A-GLANCE NUMBERS   Unemployment for the insurance carriers and related activities sector increased to 2.1% in November.  The insurance carriers and related activities sector gained 1,500 jobs in November. At nearly 3 million jobs, industry employment increased by approximately 33,600 jobs compared to November 2022. The U.S. unemployment rate slightly decreased to 3.7% in November and the overall economy added 199,000 jobs.   INDUSTRY HIGHLIGHTS On a year-to-year basis, October* insurance industry employment saw job increases in reinsurance (up 3.6%), TPAs (up 2.3%),  life/health (up 1.5%), agents/brokers (up 1.1%), and property and casualty (up 0.4%). Meanwhile, jobs decreased in title (down 7.9%) and claims (down 1.7%). On a year-to-year basis, October* saw weekly wage increases in title (up 10.3%), property and casualty (up 7.7%), life/health (up 5.8%), agents/brokers (up 5.4%), TPAs (up 3.9%), and claims (up 3.8%). Meanwhile, wages decreased in reinsurance (down 4.5%).      BLS Reported Adjustments: Adjusted employment numbers for October show the industry saw a decrease of 1,400 jobs, compared to the previously reported increase of 1,100 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 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.

2024 Insurance Talent Trends

It's hard to believe 2023 is coming to a close. We're anticipating a number of interesting talent trends to shape the insurance industry next year, including a focus on boosting the employee experience, establishing effective collaboration strategies, and reaching a balance between employee demands and business needs.

7 Proven Tips to Supercharge Your Resume

Typically, your resume is the first impression you make on potential employers. Whether you're just starting out in your career or a seasoned professional, a thoughtfully crafted resume can play an essential role in securing your next dream job. As a recruiter, I see many each week and have identified a few key details that make the best stand out. Here are seven tips for creating an easy-to-read resume that tells a compelling story and best represents you as a professional. Begin with a strong summary. Your resume should start with a concise and impactful statement that highlights your key skills and why you’re an ideal fit for the role. Often, we see candidates use this prime real estate to express what they are looking for in their next position; however, this is your opportunity to capture the recruiter’s or hiring manager’s attention and keep them reading. Sell yourself and the value you bring to the table. Use action verbs. When describing your work experiences, start your bullets with action verbs to best convey your impact. "Championed," "achieved" and "implemented" are just a few to help make your accomplishments come alive. Additionally, make sure your bullets are consistent with one another in tense and structure to read most clearly and demonstrate your attention to detail. Include relevant certifications and education. Highlight your educational background, certifications and relevant coursework. If you're a recent graduate or making a career change, this section can be especially important to help complement and bolster your other experiences. Make advanced degrees and/or well-known industry designations stand out by also adding your credentials after your name (for instance, MBA, CRM, CPCU, FCAS, Ph.D., etc.) Focus on results. While it can be easy to begin listing job duties and responsibilities on a resume, focus on emphasizing the results and outcomes of your work to show how you made a positive impact or had influence in your previous roles. Using numbers quantifies these accomplishments and adds weight to your triumphs. For example, "Increased sales by 30% in six months," paints a vivid picture of your contributions and is much more meaningful than "Improved sales." When appropriate, make sure you are being as specific as possible to illustrate the size and relevance of your achievements.  Tailor your resume for each job. Customize your resume to be relevant for each specific job you're applying for. This includes adjusting your summary statement, highlighting your most relevant skills and experiences in the context of the role, and determining how you can best convey your fit. When applicable, use industry-specific language and include relevant keywords from the job posting. Thoughtfully organize your content. When possible, aim to keep your resume around one to two pages and make it easy to skim. Recruiters often spend only a few seconds reviewing each resume, so the more reader-friendly, the better. We recommend black text, consistent fonts and limited variation in text sizes. Bolded headings, bullet points and white space can all make your resume easier to digest. Don’t forget to include your contact information (at least email, phone number, city and state), and a clickable link to your LinkedIn profile.  Proofread and edit. Typos and grammatical errors can cast a shadow over an otherwise impeccable resume. Thoroughly proofread your resume and consider asking trusted friends or mentors for additional feedback. You may also consider using AI-powered tools like Grammarly or others to help catch any potential errors. Once it’s polished and ready to go, save it as a PDF to ensure it’s easy to open and will maintain its formatting across various devices and software. By applying these seven tips, you'll create a resume that best reflects your qualifications, tells your unique story and provides the right information for recruiters and hiring managers. For more ways to be proactive in your career, check out our post on being intentional with your professional development.  Good luck!

Recruiter Report: Engaging Passive Candidates in Today’s Market

Recruiter Report: Engaging Passive Candidates in Today’s Market

In today’s environment, one of the challenges commonly coming up in our conversations with insurance leaders is the difficulty recruiting passive candidates. Individuals who are not actively looking are becoming reluctant to learn about new opportunities; or in some cases, going through the full interview process and ultimately staying with their current employer. In this edition of Recruiter Report, we’re answering the question, "How can you help passive candidates feel comfortable accepting a new role in today’s environment?" While professionals may be hesitant to make a move amid economic uncertainty and industry layoffs, there are a few ways to help them feel more secure and ensure you’re presenting opportunities in the best possible light.  Acknowledge the current state of the industry.  Widely publicized layoffs and restructuring are causing even active job seekers to be more tentative in leaving their current roles. Instead of avoiding these conversations, be candid and upfront with potential candidates about why a position is open and the vision for the role, especially if you are a company that has experienced layoffs. For instance, is this particular department growing? What are some of the company’s recent successes? What key goals and metrics are dependent on the role? Additionally, showcase your company’s commitment to growth and development by sharing how the organization is investing in its current employees. Anything positive and future-focused can help lessen candidates’ fears, start establishing trust and capture their interest.  Highlight how the role can fill the candidate’s specific needs. Today’s professionals are unlikely to change companies without a good reason, making it essential to provide a compelling case for entertaining a move. In initial discussions with a candidate, aim to understand what is most important to them in a role and company, as well as any needs that are not being adequately met by their current employer. If you can identify what they value and focus on what your organization can provide in those areas – whether it’s more money, greater flexibility, a specific career path or other factors – they’re likely to be open to learning more.  Additionally, ask what they value most in their current role. For instance, one of the major roadblocks for candidates who are currently remote or hybrid is the fear of losing that flexibility. Work to identify and address any concerns around work environment head on, including your organization’s near- and long-term plans for remote work, hybrid schedules and flexible hours.   Provide a positive candidate experience. The interview process provides a platform for highlighting the role, your company and its people, while also offering an opportunity to alleviate any lingering candidate concerns. Be intentional in how you use this time and be thoughtful in providing a positive and professional candidate experience—from who you select for your interview panel to the interview’s scheduling and follow up. This often provides insight into how individuals feel they would be treated as employees.  Throughout the hiring process, keep lines of communication open and frequent, continuing to build trust and engagement. We’ve seen some companies move more slowly near the end of the year; however, this can make candidates antsy or cause them to begin questioning the role’s security. If you like an individual, be ready to move quickly. A sense of urgency not only shows respect for a candidate’s time, but also helps prevent them from getting cold feet. Tailor the offer to the individual candidate.  When you come to the point of extending an offer, remember each candidate will weigh various factors differently depending on what they personally value. Use the information you gathered throughout the interview process to create a strong offer that meets the candidate’s unique needs to the best of your company’s ability. Undoubtedly, money will always play a role and overall salary expectations remain high in today’s market. If you like a candidate, don’t plan to negotiate down; give them what they ask for when possible.  While professionals aren’t making career moves at the rate they were a year ago, it is possible to ease passive candidates’ concerns and help them feel more comfortable learning about an open role and even accepting an offer. Focus on being transparent, engaging and professional, while highlighting what your company has to offer and how it can meet an individual’s unique needs.                                                                                                                                                                                                                                              Curious to see how likely professionals are to explore a new job right now? Click below to view our LinkedIn poll.  For more recruiting best practices, view our past editions of Recruiter Report.

Recruiter: Half of the Current Workforce Expected to Retire in Next 15 Years

It's no secret there's been an ongoing shortage of young talent in the insurance industry. In a recent AM Best TV interview, Mike Abate shares why a thoughtful and purposeful approach to attracting and growing today's emerging leaders is essential for insurance organizations.

Compass 16.4: Creating an Exceptional Employee Experience

This quarter’s Compass feature article shares insights on fostering a positive impact on culture, collaboration and more. The newsletter also includes an overview of the industry's current labor market and recent executive-level job changes.

November 2023: Labor Market Pulse

While the unemployment rate for insurance carriers and related activities rose slightly in October, it remains low at 1.7%. At the same time, job openings for the larger finance and insurance sector are at their highest level since July 2022, reaching 479,000 in September* (nearly 200,000 more open positions than reported for September 2022, which saw a notable drop). Even as overall movement within the industry appears to be stabilizing, low unemployment and an abundance of opportunities means there’s continued competition for talent, making retaining current employees even more important.  Now is an ideal time to invest in internal training and development opportunities, which can help employees feel invigorated and energized. As we near the end of the year, it’s also valuable to revisit succession plans and retention strategies in preparation for 2024. For more insights on the current state of the labor market, stream our most recent podcast.  AT-A-GLANCE NUMBERS   Unemployment for the insurance carriers and related activities sector increased to 1.7% in October.  The insurance carriers and related activities sector gained 1,100 jobs in October. At nearly 3 million jobs, industry employment increased by approximately 36,600 jobs compared to October 2022. The U.S. unemployment rate slightly increased to 3.9% in October and the overall economy added 150,000 jobs.   INDUSTRY HIGHLIGHTS On a year-to-year basis, September* insurance industry employment saw job increases in TPAs (up 3.5%), reinsurance (up 2.6%), claims (up 2.5%), life/health (up 1.9%), agents/brokers (up 1.4%), and property and casualty (up 0.5%). Meanwhile, jobs decreased in title (down 8.2%). On a year-to-year basis, September* saw weekly wage increases in title (up 9.8%), property and casualty (up 9%), agents/brokers (up 5.4%), life/health (up 4.9%), TPAs (up 4.4%), and claims (up 3.9%). Meanwhile, wages decreased in reinsurance (down 4.1%).      BLS Reported Adjustments: Adjusted employment numbers for September show the industry saw an increase of 4,000 jobs, compared to the previously reported increase of 3,900 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 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.

Episode 11: Exploring the Current State of the Insurance Labor Market: Q3 2023

Jeff Rieder, partner at Aon and head of Ward Benchmarking, joins host Greg Jacobson, co-CEO of The Jacobson Group, to discuss the results of the Q3 2023 Insurance Labor Market Study. The duo share insights on AI, wages, hybrid work and more to help insurers remain at the forefront of a dynamic labor market.

Creating a Comprehensive Onboarding Experience

With the pandemic ushering in new workplace dynamics, a comprehensive onboarding strategy tailored to virtual environments is critical. It's a chance to lay the groundwork for the knowledge, connections and sense of belonging that will set an employee up for success throughout their tenure.In our recent issue of Compass, Judy Busby, senior vice president of executive search and corporate strategy, and Jack Walsh, managing director, share insights into creating an onboarding experience that not only engages new hires, but also supports their continued productivity and loyalty. Here are just a few of the key takeaways from their feature article, "Onboarding for Long-Term Success." Acknowledge the impact of "preboarding." Successful onboarding begins even before a new employee's first day. Maintaining the momentum built up in the interview process can be as simple as having team members send welcome notes through email or LinkedIn. Depending on your budget, you may also consider sending a welcome gift such as company swag or specialty foods. Additionally, it's essential to plan ahead for your new hire’s first week, sharing an initial schedule and making sure they are equipped with the necessary technology to hit the ground running. For remote employees, consider asking them to come into the office at least once during their initial weeks, bridging the virtual gap with face-to-face interactions. Cultivate connections from day one. A sense of connection is essential for engaging new hires; however, these interactions must be much more intentional in remote environments. Determine how to begin creating connections from day one. For instance, start with a brief team meeting on the new employee's first or second day to help names become faces and provide initial introductions. Throughout the first few weeks, schedule 20-minute “coffee chats” for one-on-one time with their team members and other colleagues they’ll regularly collaborate with. Assigning a mentor or buddy can also provide valuable guidance and support as they navigate their new role. Ensure your onboarding schedule carves out time for conversations and relationship-building sessions – both formal and informal.  Offer ongoing support. Continually aligning on expectations and promoting two-way feedback are vital components of a successful onboarding journey. Dedicate time each week in the employee's first months to gauge progress and identify areas where you can offer enhanced support. As the initial onboarding phase concludes, continue with monthly check-ins to explore their evolving experience, alleviate any pain points and adapt onboarding strategies for future hires.Thorough onboarding is pivotal in positively shaping an employee’s overall journey with your organization. For more insights on creating a thoughtful and comprehensive onboarding strategy, view the full article.For more talent insights, subscribe to our Compass newsletter.