In order to be successful in today’s candidate-driven market, it is important for insurers to consider the candidate’s perspective and motivations. By doing so, insurers can be strategic about offers and counter offers and remain competitive in a candidate’s market.
The insurance talent landscape is shifting. Many senior-level employees are nearing retirement, Millennials and GenXers are moving into leadership positions, and members of Generation Z are securing their first jobs. Along with these demographic shifts, technology is redefining roles, making today’s desired leadership skills much different than those of even 10 years ago. Current insurance ... Key Attributes of Tomorrow’s Insurance Leaders
The latest survey shows positive staffing expectations with 62 percent of companies planning to increase staff, up one point from January’s iteration of the study. This is largely driven by the life and health verticals…
Modernization projects driven by artificial intelligence are permeating all functions industry-wide. Only those organizations that effectively adapt to the new modern-infused workplace will experience continued success. Incorporating this new structure into corporate culture will also ensure no humans are left behind and help employees realize their potential in this stage of the revolution.
When disaster strikes, your organization’s response is only as good as your workforce. Is your company prepared for the unpredictable?
It’s no secret we’re currently experiencing a candidate-driven market. Overall U.S. unemployment is at a near-50-year low and within the insurance industry, there are more job openings than qualified individuals to fill them. As the war for talent continues and Baby Boomers retire, many insurers are challenged with recruiting new leaders in an increasingly competitive ... Benefits of Using an Executive Search Firm
This issue’s feature article discusses the importance of considering the candidate’s perspective and motivations. Jacobson discusses how insurers can remain competitive in a candidate’s market including how to be strategic about offers and counter offers.
Published in Healthcare Finance: The healthcare labor market is experiencing a staffing shortage due to competition, an aging workforce and an outdated industry image. By offering creative benefits like flexible work environments, student loan reimbursement and professional development opportunities, health insurers can better appeal to talent and fill these positions.
CHICAGO – The 2019 third-quarter iteration of the Semi-Annual U.S. Insurance Labor Outlook Study, conducted by The Jacobson Group and Aon, is now open and closes August 4, 2019. In its 11th year, the study provides valuable insights on insurance labor trends; and insurers have come to view the survey as an accurate predictor of ... Jacobson and Aon Announce Semi-Annual U.S. Insurance Labor Outlook Study
CHICAGO – As Baby Boomers continue to retire and average agent age increases, succession planning is becoming a priority for final expense carriers. Abbie Fleming, assistant vice president and managing director of The Jacobson Group, will discuss a variety of succession planning best practices and considerations at the Life Office Management Association’s 2019 Life Insurers ... Jacobson Discusses Succession Planning Considerations at LIC Final Expense Workshop
There is not enough talent to meet the current industry’s hiring needs, and a common mistake organizations make is narrowing the candidate pool with specific experience requirements. It is important for companies to look beyond a candidate’s experience and instead focus on finding talent with the skills necessary to drive future success.
In today’s customer-centric market, perfecting the customer experience has become vital to success. Insurers can gain an edge by building faultless processes and cultivating genuine, knowledgeable employees. Forward-thinking organizations are developing teams of versatile representatives to provide a seamless customer experience.