The insurance talent landscape remains increasingly complex for employers. From managing disengagement to redefining “perfect” candidates, our LinkedIn audience has shared their insights throughout the past few months. Below is a snapshot into employers’ attitudes and experiences as we move through 2025.
AI is transforming the insurance landscape, yet the success of any new tool or technology heavily depends on how effectively team members are brought along throughout the implementation process. Overcoming change resistance (43%) and training/reskilling (40%) are the primary obstacles companies face when it comes to driving AI adoption internally, according to our poll. To make the most of your AI investments and effectively drive adoption among team members, view our white paper for tips on taking a human-focused approach.
Though industry turnover has slightly slowed, the challenges of “quiet quitting” persist and maintaining employee engagement remains crucial for productivity. In 2022, we asked professionals what would lead them to quiet quit, and the majority said burnout (34%). In 2025, burnout remains the top reason and has increased by 6 points. This is followed by lack of opportunity at 24%, and compensation and feeling disconnected, both at 18%. Notably, compensation is down 6 points from 2022.
Hiring challenges persist, with finding qualified talent being the primary hurdle for more than half of respondents, far outweighing salary competition (23%), lengthy scheduling processes (19%) and limited hiring resources (6%). When you find the right candidate, it’s essential to move quickly in this competitive landscape.
In response to these hiring challenges, many companies are becoming more flexible with their requirements. Nearly nine out of 10 hiring managers report hiring candidates who lacked “required” skills, but showed potential. Of these, nearly half were able to successfully train and develop these individuals into their roles and 41% experienced mixed results. Taking the time to be strategic and intentional about the skills and qualities that are vital for success in a role is key. At the same time, it’s important to ensure you have comprehensive onboarding and training plans in place to support individuals’ success.
Nearly two-thirds of insurance professionals report having "fallen into" the industry. About a quarter were introduced to the industry through family or friends, and just 9% arrived in their careers via their college majors or internships. As an industry, it’s important to continue to share our stories with the next generation of talent. Insurance encompasses diverse interests—from analytics to relationship building. There’s something for everyone in insurance and supporting initiatives such as the Insurance Careers Movement should continue to be a priority.
For more of our LinkedIn poll results, view our past post on what is influencing recruiting. To share your thoughts in our future polls, follow us on LinkedIn.