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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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Part 1 – Creating a Stand-Out LinkedIn Presence: Tips from a Recruiter

Throughout the past decade, LinkedIn has become much more than just a social networking site. It’s a powerful career tool for showcasing your professional accomplishments and building your brand. Whether or not you’re actively looking for a job, it’s likely recruiters—as well as potential clients and connections—are checking out your profile to better understand who you are as a professional. In addition, LinkedIn can serve as a valuable professional development tool, opening you up to thought leadership content, new ideas, potential mentors and more. No matter how you use LinkedIn, it’s important to have a strong profile that highlights your accomplishments and areas of expertise. Here are a few ways to make sure you’re putting your best foot forward and reaping all of the platform’s benefits. Create or refresh your LinkedIn profile. In today’s connected, social media-driven environment, not having an online presence could be a red flag, especially for recruiters. If you do nothing else, create a profile with your photo, current and past positions, and education. If possible, use a professional-looking photo of just you (no selfies, pets or half cropped-out friends and family). Aim to connect to at least 100 individuals; this shouldn’t be too difficult as LinkedIn suggests potential connections based on your alma mater and employment history. When you hit "Connect," you'll see an "Add a note" option – use it! A quick message personalizes the ask, helps the other person remember how they know you and explains why you want to connect. Even if you already have a profile that meets these criteria, take some time to make sure your information is still relevant and current. In today’s highly virtual and AI-driven environment, having the right keywords, connections and content is essential. Build out the basics. Once you’ve created a profile, provide additional information on your background, previous positions and successes. Unlike a standard resume, you have the freedom to share a bit of your personality on LinkedIn. Talk about your roles and accomplishments in the first person. Make sure to also include professional designations and any continuing education programs you’ve completed or are currently undertaking. If you’re a remote worker and located in a city different than your employer, share that as well. Be clear and strategic. As you advance in your career, there’s no doubt you could include a laundry list of past responsibilities. However, think about your profile from a strategic standpoint; where do you want to be in the next five or 10 years? What information is relevant in helping you get there? Keep your position descriptions succinct, making sure you consider what aligns to your future goals and leaving out anything that will be a distraction. If you are looking for a new job, think like a recruiter and use common, searchable terms. Additionally, make sure your title and summary are clear and provide concise information about what you do and where you want to be. Create an eye-catching summary. The first thing someone will see when viewing your profile is your summary. This should be professional, but also show off your personality. This is a great place to highlight special skills and accomplishments that may not fit elsewhere on your profile, or to share long-term future aspirations. LinkedIn's AI writing assistant can provide a helpful starting point, but make sure to personalize the summary to truly capture your unique voice and experience. Highlight accomplishments and projects. When highlighting your experiences, don’t simply copy and paste a job description. Instead, opt for around five bullet points that share your accomplishments and demonstrate your leadership capabilities. Make sure to include any systems you helped implement or other relevant special projects that may be outside of your day-to-day responsibilities. Think of these descriptions as easy-to-read highlight reels and include numbers and stats to quantify impact. Show your work. LinkedIn enables users to upload files, post photos and share links. By providing tangible multimedia content, you’re giving your network and potential employers a better understanding of your past projects and achievements. Use this feature to your advantage and share examples of work you’re most proud of, when possible. Review your account settings By clicking on “Me” in the top LinkedIn navigation, you’ll have the option to view your account settings and privacy. First, set a custom URL that includes your name and is easy to share. Next, take a moment to review your settings and ensure you’re comfortable with the amount of information provided to other professionals. You’ll be able to adjust what information is public, who can see your updates and contacts, how you appear when viewing others’ profiles and more. LinkedIn is an important tool, whether you’re embarking on a job hunt or looking to build your professional network. By being thoughtful about your profile, you’ll ensure you are adequately demonstrating who you are and where you’re aiming to be as a professional. Don't forget to read Part 2 of this two-part series where we dive into engaging with your connections, enhancing your job search and further building your LinkedIn brand.

2025 Talent Trends Guide

We’re looking ahead to the trends that will shape how the industry approaches talent in 2025. Insurers will be focused on embracing AI and leading through change, while creating personalized onboarding experiences and emphasizing development. Explore these trends and more in our Talent Trends Guide.

December 2024: Labor Market PULSE

We’re closing out 2024 with a stable labor market. The insurance industry unemployment rate continues to be low and revised numbers from the Bureau of Labor Statistics show 13 consecutive months of employment growth. Additionally, all insurance industry categories we report on saw both weekly wage and employment growth in October*. Meanwhile, the greater U.S. economy is experiencing an unemployment rate of 4.1%. While still relatively low, this is the first time since 2021 where unemployment has been above 4% for six consecutive months. Jobs continue to be added, with November surpassing many economists’ expectations. Quits within the finance and insurance industry are also slowing. “The Great Reshuffle” is behind us, making it essential to cultivate productive and loyal employees in 2025. View our recent white paper for insight on combatting quiet quitting and enhancing employee engagement. 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 5,100 jobs in November. At more than 3 million jobs, industry employment increased by approximately 41,000 jobs compared to November 2023. The U.S. unemployment rate increased to 4.2% in November and the overall economy added 227,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, October* insurance industry employment saw job increases in all categories: agents/brokers (up 3.3%), TPAs (up 1.6%), reinsurance (up 1.3%), title (up 0.7%), life/health (up 0.3%), claims (up 0.3%), and property and casualty (up 0.1%). On a year-to-year basis, October* saw weekly wage increases in all categories: TPAs (up 10.1%), reinsurance (up 9.1%), claims (up 7.9%), agents/brokers (up 7.5%), title (up 7.2%), property and casualty (up 3.6%), and life/health (up 1.4%).  BLS Reported Adjustments: Adjusted employment numbers for October show the industry saw an increase of 1,600 jobs, compared to the previously reported loss of 1,400 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.

Are Your Employees at Risk of “Quiet Quitting”?

There’s no doubt employee engagement has been a hot topic throughout the past several years – and for good reason. The cost of quiet quitting is nearly the same as the cost of turnover, according to research from McKinsey. However, as a manager, it can be difficult to catch those at risk of becoming disengaged and eventually quiet quitting (defined as doing the bare minimum required for their job), especially in remote and hybrid environments.   While there are several factors that may contribute to disengagement, well-being in the workplace is often dependent on a balance of effort/reward and demand/control. Misalignment in these areas can cause individuals to feel bored, uninspired, undervalued and/or overworked. Here are a few warning signs a team member may be at risk of quiet quitting: Lack of initiative and willingness to take on new projects or opportunities (especially if the employee was previously motivated and proactive) Uncharacteristic mistakes, missed deadlines or a change in their overall sense of urgency Slower pace of response, especially to new opportunities and challenges Lack of enthusiasm in conversations, along with decreased idea generation and participation Disinterest in the progress of ideas or projects – especially if it’s ones they initiated Life changes that may impact their work-life balance It’s important to note the above do not always mean an employee is checking out of their role. However, they are good triggers for initiating a conversation and digging deeper into what may be going on. Open and frequent communication is key for building and maintaining connections, no matter the employee’s current level of engagement. View our recent article on keeping employees engaged in the new year for additional insight and best practices: “Employee Engagement: Getting Back to Basics for 2025.”

Recruiter Report: Choosing the Right Recruiting Firm

As you make your talent plans for the coming year, it’s likely you’re considering adding new positions or hiring to fill vacant roles. Depending on your organization’s needs, time constraints, budget and the urgency to fill, you may be considering whether a recruiting firm is right for you. Our team works with numerous hiring managers and internal recruiters throughout the insurance industry to help them find the right talent year-round. In this edition of Recruiter Report, we’re sharing our insights to help answer the question, “What should you look for in a professional recruiting firm?” Recognize when external support is necessary. Even with a strong internal recruiting team, there are situations where it is advantageous to seek an external recruiting partner. The right recruiting firm can save you time, expand your network and provide you with valuable market insight. This is especially true in the current insurance labor market, where unemployment remains low and it’s often necessary to engage passive candidates. Here are a few initial questions to help determine if using a recruiting firm is right for you: Has the role been open for an extended time period? How critical is the role to the success of your organization or team? Does the position require highly-specialized expertise? What have you already done to identify talent? Is it a confidential search? Do you have the internal resources and bandwidth to effectively recruit for the position? Identify the right partner. When using a recruiting firm, it’s essential to partner with one that can most effectively meet your needs. Consider the following areas: Industry expertise: Many insurance roles require specific skillsets and technical knowledge. Unlike most generalist firms, insurance-specific staffing firms offer recruiters who understand the nuances and technical expertise needed for specific roles. Additionally, they can provide realistic expectations on your search based on the state of the insurance labor market and help you remain competitive. Access to a broad network of talent: The right insurance-specific firm will also have a broad network of insurance talent. This provides a more targeted search, as well as access to a wealth of individuals who are otherwise not looking for a new position. Relationship-focused approach: Using a staffing firm should feel like a true partnership, where everyone has your organization’s best interest in mind. Look for a firm that is available for questions, straightforward with you about potential challenges within your search, and proactive in adjusting and adapting as needed. Thorough process: A firm that prioritizes quality over quantity will ultimately save you time and energy. This means asking the right questions upfront to thoroughly understand the requirements for your open role, and performing in-depth screenings to ensure you’re only presented with strong candidates. As you talk with potential recruiting partners, these questions can help gauge whether they have the industry knowledge, network and process required for success. What similar roles have they filled or are they currently working on? How confident are they about their ability to successfully fill your role? What do they foresee as potential challenges? Are their expectations realistic for the current market? Can they provide insights into the competitive landscape? How do they ensure they are aligned with your expectations, from culture fit to the role's technical requirements? What is their estimated timeline for presenting candidates, and how do they ensure quality? How do they incorporate your feedback to stay on track? If a firm seems too good to be true, or you start working with a firm and are not seeing your desired results, look for these few common red flags: Unrealistic cost: As with most services, if you make a decision based on cost, it is likely you will get what you pay for. Limited reach: Especially if you are recruiting for a specific skillset, hiring on a national level or offering remote work, having a broad reach is essential. Local and smaller recruiting firms often have contacts in your specific market, but will not have the network of talent that a national firm does. Unrealistic deadlines: If a firm says they can provide candidates in just a day or two, it’s not likely they have a thorough screening process, which ultimately can waste your time interviewing individuals who are not right for the role. Inability to find qualified candidates: We often hear this from insurers who have worked with generalist firms, as a result of the firm lacking in-depth market expertise and insurance-focused networks. Commit to a collaborative partnership. Once you’ve identified the right firm, do your part to make the partnership as successful as possible. Be open with information about your company’s culture, team dynamics and workstyles. Consider sharing the employees that you’ve found to be most successful in similar roles and the qualities that set them apart. Be realistic with the state of the marketplace and open to feedback around how competitive your approach to workplace flexibility, compensation and titles/level may be.  At the same time, ensure you’re providing thorough feedback on candidates to help guide the process. Working with the right recruiting firm is often key to successfully filling an open position. By assessing your needs, finding the right partner and remaining collaborative, you’ll be able to find the best individual for your open role. For more insights on recruiting in the current environment, view our past editions of Recruiter Report. What is the main challenge your team faces when hiring in today's environment? Share your thoughts in our latest LinkedIn poll.

Claims Roles Still in High Demand for Insurers: Jacobson, Aon-Ward

The Claims and Litigation Management Magazine covered Jacobson and Aon's Q3 2024 Insurance Labor Market Study, noting that, for the first time, technology is no longer the most in-demand position among carriers.

Insurance Industry Forecasts Strong Growth and Hiring In Next 12 Months

Risk & Insurance covered The Jacobson Group and Aon's Q3 2024 Insurance Labor Market Study, highlighting the notable percentage of insurers that indicated plans to increase staff. 

Rethinking Annual Performance Assessments

As we near the end of 2024, annual performance assessments are on the minds of many companies. Traditionally, this is a time to reflect on the year and evaluate whether individuals achieved the goals they set back in January. However, if it’s November and you’re just now thinking about performance management, you’ve fallen behind. Companies that prioritize performance are 4.2 times more likely to outperform their peers. Having just one or two formal conversations to determine whether an individual met your expectations throughout the past 12 months sets both you and the employee up for failure. In today’s workplace, building connections and committing to open communication are more important than ever. These factors also play a large role in effectively managing your employees’ performance and progress, as well as their levels of engagement and job satisfaction. If you’re having ongoing performance discussions with your team members all year, it makes the year-end review much less daunting – if necessary at all! Here are a few ways to incorporate performance management into discussions throughout the year, while helping individuals feel more confident and empowered in their roles. Recognize that people want to do well. As a manager, having the right mindset can heavily influence the tone and outcomes of your conversations around performance. Remember: most people really do want to do a good job. It’s important to help your employees clearly understand their role within the organization, provide guidelines around expectations and norms, and offer immediate feedback to course correct or celebrate when needed. Connect their work to the larger goals of the organization to help them understand the bigger picture and better align on company-wide priorities. Connect regularly. Professionals have become accustomed to instant feedback in all areas of their lives, and are often unsettled and stressed by feelings of uncertainty. Frequent check-ins are essential to accurately understand how your team members are feeling about their roles and work. Ask how things are going for them, and how they think they are doing. What makes them proud of themselves? Where do they feel like they’re not doing as well as they’d like? This is a great opportunity to understand if you’re aligned, identify potential disconnects and make any necessary adjustments in real-time. All individuals have a mental relationship and emotional connection with work; it can be a source of stress or a source of inspiration and fulfillment. Focus on what you can do to help them feel powerful, knowledgeable and confident. Listen and build trust. Performance is not a one-way conversation. If you’re the manager, ensure you’re doing just as much listening as you do talking. At the same time, recognize this can only be effective if you’ve built a foundation of trust that enables your team to be honest with you. An employee who trusts their manager has their best interests at heart will understand constructive feedback is coming from a place of tough professional love, with a goal of better meeting business objectives. An employee who doesn’t trust their manager may internalize feedback as their manager preparing to fire or demote them. Creating a safe space for open conversation and a culture where feedback is expected and embraced should be a priority. Break down larger goals. Rather than setting lofty annual goals, break them down into smaller goals with shorter deadlines. What actions need to happen in a certain month to ensure an individual is on track to be successful? Not only does this help goals seem less overwhelming, it also provides clear check-in points to ensure everything and everyone is on track for success. If not, take the opportunity to realign, remove roadblocks and clarify expectations. Be honest and make it about the work, not the person. Feedback – both positive and constructive – is essential in bettering your team and reaching your larger objectives. Often, managers struggle with delivering negative feedback, especially to an otherwise strong employee. However, individuals can’t do better until they know better. Aim to give feedback in a way that separates the individual from the results they’re getting. Clarify that your feedback is not about them as a person, but about their specific actions or approach to a project or situation. By shifting the focus off of them and onto their work, you’re also able to pinpoint actionable steps for improvement in a more objective and less emotionally charged way. Identify areas of disconnect. While many aspects of performance are focused on numbers and metrics, others may be less tangible. Inevitably, there will be a time when you and an employee have differing opinions on how something went. It’s unproductive to debate who is right or wrong, but it is valuable to understand the employee’s perspective, share your own perspective and then understand the disconnect between the two. Ask them to share the reasons why they feel something was successful or unsuccessful. If you feel a different way, don’t negate their feelings. Instead, explain how you see it and why. In addition to providing clear reasoning, this also helps shift the focus to the tasks at hand, rather than the person as an individual, and opens the conversation to discussing how you can be better aligned in the future. After you’ve shared your feedback, look forward and don’t dwell on the past. While annual assessments are likely part of your company’s formal performance review process, they shouldn’t deliver any information an employee isn’t already aware of. By having more frequent check-ins, fostering open and ongoing communication, and breaking down goals, both you and your employees will be well-aligned throughout the year. Additionally, individuals will feel more empowered, confident and satisfied in their work, positioning them for a strong future with your team and company.

November 2024: Labor Market PULSE

In October, we saw the unemployment rate for insurance carriers and related activities continue its decline from 3.1% in August, lowering to 1.5%. Meanwhile, the overall U.S. unemployment rate was unchanged at 4.1%. While the labor market may be slightly cooling, it remains stable. The Bureau of Labor Statistics reported a decrease of 1,400 industry jobs in October—and revised September numbers show a loss of an additional 300 jobs, compared to the increase of 4,800 jobs initially reported for the month. However, this is a relatively small change, and the industry has added more than 28,000 jobs since the start of the year. The larger U.S. economy also saw slowed job growth in October, with the addition of just 12,000 jobs, compared to the six-digit growth we’ve seen nearly every other month of 2024. Economists attribute this partially to some employees being temporarily off payrolls as a result of the recent hurricanes. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 1.5% in October. The insurance carriers and related activities sector lost 1,400 jobs in October. At more than 3 million jobs, industry employment increased by approximately 36,600 jobs compared to October 2023. The U.S. unemployment rate remained at 4.1% in October and the overall economy added 12,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, September* insurance industry employment saw job increases in agents/brokers (up 3.4%), reinsurance (up 1.9%), TPAs (up 1.3%), property and casualty (up 0.2%) and life/health (up 0.1%).  Meanwhile, jobs decreased in claims (down 3.8%) and title (down 0.1%). On a year-to-year basis, September* saw weekly wage increases in agents/brokers (up 9.6%), TPAs (up 9.5%), reinsurance (up 6.2%), claims (up 4.3%), life/health (up 3%), title (up 1.7%) and property and casualty (up 1.6%).  BLS Reported Adjustments: Adjusted employment numbers for September show the industry saw a decrease of 300 jobs, compared to the previously reported increase of 4,800 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.

Employee Engagement: Getting Back to Basics for 2025

Quiet quitting remains a concern, and insurers are seeking ideas to re-energize their teams in 2025. Explore ways to re-establish the connections and work environments that foster employee engagement in our latest white paper. 

Revamping Your Approach to Employee Engagement in the New Year

 As your team looks toward 2025, it is the ideal time to reassess your approach to employee engagement in the context of today’s environment. In our most recent issue of Compass, Judy Busby, senior vice president and managing director, shares how to “get back to basics” in the new year and focus on creating a workplace where employees thrive. As more individuals “quiet quit” – or do the bare minimum required for their jobs – keeping employees energized adds yet another layer of complexity to retention planning efforts. Judy shares a few ways to enhance employee engagement and combat potential quiet quitting. Professional Growth: Be intentional about investing in your employees' success through internal training programs and clear career pathing. Consider bringing back development initiatives that may have been sunset, while creating personalized mentoring opportunities and even nominating high performers for applicable external industry recognition programs, such as the Emerging Leaders Conference. Creative Benefits: Take time to understand what your employees truly value by gathering their feedback about your current benefits, as well as ones they wish you offered. Benchmark your offerings against companies both within and outside the insurance industry to better understand how you compare, and explore ways to provide tailored total rewards packages that help you stand out as an employer of choice. Ongoing Check-ins: While everyone has “off” days, look for signs individuals might be at risk of disengaging, such as a lack of initiative, slower response times or reduced participation in meetings, so that you can quickly help course correct. Additionally, conduct regular check-ins with open-ended questions about job satisfaction, expectations and any external factors that might impact an employee’s relationship with their work. Team Dynamics: Many of the built-in networking and relationship-building opportunities that come along with working in an office were lost following COVID. Focus on ways to connect individuals, bridge communication gaps, and increase collaboration and knowledge sharing. It’s likely the make-up of your team has also shifted in the past few years. Create opportunities for newer employees to interact with those who are more tenured, helping them to feel a part of the business. Style assessments (such as DiSC and StrengthsFinder) and team building exercises are also beneficial to help establish connections and strengthen bonds. View the full article, “Employee Engagement: Getting Back to Basics for 2025,” for additional insight on these areas and more. For more talent insights delivered to your inbox each quarter, subscribe to our Compass newsletter.

Compass 17.4: Employee Engagement: Getting Back to Basics for 2025

This quarter’s Compass feature article offers ways to combat quiet quitting, enhance employee engagement and drive your organization forward in the new year. The newsletter also includes an overview of the industry's current labor market and recent executive-level job changes.