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Latest Insurance Talent Perspectives

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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Insurance Industry Maintains Expectations for Revenue, Staffing Growth

The insurance industry is poised for a promising year ahead, with 88% of insurers planning to either maintain or increase their staff levels in 2025. A new Risk & Insurance article discusses more talent findings from the latest U.S. Insurance Labor market Survey by The Jacobson Group and Aon.

Q1 2025 Labor Market Study Infographic

Our Q1 2025 Insurance Labor Market Study, conducted in partnership with Aon, reflects stability and growth for the coming year. Below, we share a few of the study's highlights and carriers' plans for 2025.

ICM 2025: Why Choose a Career in Insurance

Throughout this 10th annual Insurance Careers Month, we’ve seen members of our industry come together to share their stories and showcase the many paths to a rewarding, purpose-driven career in insurance. Whether you're starting your career journey or considering a change, we hope you'll discover the many ways your unique skills and interests can contribute to this dynamic field. In the video below, Jacobson’s president, Corey Pinkham, shares his own experience within the insurance industry and highlights why now is the ideal time to explore all the industry has to offer.   Although this year’s Insurance Careers Month is coming to a close, you can learn more about the industry, its careers  and the Insurance Careers Movement year-round by visiting  https://insurancecareersmovement.org/ and by searching #ICM2025 and #InsuranceCareersMonth on social media.

4 Essential Questions for Successful AI Implementation

The topic of AI is virtually impossible to avoid in today’s business climate. However, while it may seem like all organizations have started using various AI technologies, about 75% of companies are still in the exploratory or proof of concept stage, and just 4% of companies say they are creating substantial value from their AI investments. Within insurance, AI use is accelerating. Seventy-seven percent of insurers share they are at least in the early stage of incorporating AI into their value chain. This is 16 points higher than two years ago, according to a recent survey.  No matter where you are on your AI journey, successful implementation is dependent on internal adoption among your team members. Even if it seems like everyone else has started using a new tool, understanding the “why” for your particular organization is essential. Prior to moving forward, it’s important to have a clear vision that includes success metrics and how your team will benefit. In our most recent issue of Compass, "The Human Element of AI Transformation," Corey Pinkham, president, explores best practices for taking a human-focused approach to leading through technology-driven changes. He recommends reflecting on the following questions and ensuring you’re able to communicate the answers in a way that resonates with team members: What are you aiming to achieve? How will you ensure your team is set up for success through implementation and beyond? As you create more capacity and bandwidth through this automation, how will you reallocate your resources? What are your success metrics? There's no doubt the industry will continue to adopt new tools and technologies to streamline workflows and provide better customer experiences. It’s important to consider how these new tools will augment your workforce and enable you to leverage the strengths of both humans and machines. By starting with these fundamental questions, knowing your “why,” and providing frequent and consistent communication to team members, you'll be better positioned to achieve value from your AI investments. View the full article for additional insights on driving successful AI adoption by taking a human-centric approach.

Data Insight: More Insurers Expect to Boost Top Lines Than Headcount

Carrier Management highlighted the findings from The Jacobson Group and Aon's Q1 2025 Insurance Labor Market Study, sharing that there is a big gap between the percentage of carriers expecting to boost top lines and those anticipating staff growth.

The Human Element of 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.

Q1 2025 U.S. Insurance Labor Market Study Results

The Jacobson Group and Aon - STG Performance Benchmarking conducted a study to investigate hiring trends within the insurance industry.

The Facts About Gen Z

We’re halfway through the 10th annual Insurance Careers Month – an industry-wide initiative focused on encouraging the next generation of talent to choose a career in insurance. Along with building a bench of talent as seasoned professionals reach retirement, there are a number of benefits to welcoming young professionals and new graduates with open arms. However, similar to when their predecessors – the Millennials – entered the workforce, members of Generation Z (those born between 1997 and 2012) are often quickly labeled, stereotyped and misunderstood. Whether you are currently leading a cross-generational team or simply seeking to better understand your younger colleagues, being open-minded and seeking to learn more about this group is invaluable. Below we separate fact from fiction to provide a clearer understanding of the youngest generation in the workforce. Fiction: Gen Z is all the same. Fact: Gen Z is the most diverse generation yet, with a wide range of perspectives and experiences. The most common misconception about Generation Z (or any generation) is that all its members possess the same attitudes and behaviors. Just like the generations before them, members of Gen Z are not all going to fit into one box or category. In fact, a little less than two years ago, Pew Research shared it’s no longer approaching its research through a generational lens in large part due to these labels often resulting in oversimplification or further fueling stereotypes. Life stage plays a significant role in how all individuals operate. As people of all generations gain experience and encounter major life events, their priorities, behaviors and perspectives naturally evolve, as well. Fiction: Gen Z is dependent on technology. Fact: While they are digital natives, many Gen Zers prefer face-to-face communication. As the first generation to never know a world without smartphones, tablets and apps, Gen Zers are digital natives. However, this doesn’t mean they don’t appreciate in-person conversations and other more traditional methods of communication. While text and instant messaging has become the norm across most generations, 51% of Gen Zers shared they prefer face-to-face conversations, according to a Johns Hopkins report. Fiction: Gen Z can’t learn soft skills. Fact: Soft skills can be developed, and many organizations are investing in related programs. One shared experience of the Gen Z workforce is going to school and/or starting their careers fully remotely during COVID.  As a result, there’s been less opportunity to practice and grow interpersonal skills in a professional setting. About half of executives say they don’t think Gen Z is ready for the workforce due to a lack of soft skills. Fortunately, these skills can be taught and some organizations have begun investing in programming around soft skills to help balance and amplify the hard skills this generation brings to the table. Fiction: Members of Gen Z aren’t loyal. Fact: Gen Z values stability, but won’t stay in a role that lacks growth, balance or purpose. It’s important to note that job hopping isn’t a trait specific to Gen Z or Millennials. The days of beginning and ending a career with one employer are largely over, regardless of an individual’s generation. Following the pandemic, the industry experienced a rise in voluntary quits as individuals reevaluated what they desired in their careers. Similarly, Generation Z won’t settle for an employer that doesn’t meet their criteria surrounding flexibility, work-life balance, career development and shared values. Almost half of Gen Z individuals would rather be unemployed than stuck in a job they don’t like. However, Gen Z also considers job stability one of the most important factors when making career decisions. Fiction: Gen Z is driven only by money. Fact: Career development and learning opportunities are even more important to Gen Z. While compensation is important across all generations, Gen Z places highest value on career development. Sixty-three percent of undergrads say learning and development opportunities are either important or essential when evaluating a potential job. This also impacts their decision to remain with a company or seek new opportunities as they build the foundation for their longer-term careers. Fiction: Gen Z is lazy. Fact: Gen Z prioritizes well-being and sustainable work habits, redefining work-life balance.   Today’s concept of work-life balance is much different than it was even five years ago. Gen Z is entering the workforce following half a decade of flexible work schedules and remote work. Their focus on upholding boundaries and prioritizing wellness and mental health contrasts with many of the tendencies of their predecessors. This generation has influenced terms like “quiet quitting” and “lazy girl jobs;” however, this is often more a reflection on employers and their ability (or inability) to prevent burnout while engaging and connecting with their employees. There’s no doubt Generation Z has a lot to offer our industry, especially amid pending retirements. By keeping an open mind, getting to know these individuals and valuing what they bring to the table, there’s much to be learned from the youngest members of the workforce.

Why We Love Working in Insurance

With Valentine's Day upon us, it feels like the perfect time to reflect on what makes so many of us fall in love with this unique and purpose-driven industry. From innovative technology and analytics to problem-solving and relationship building, insurance offers limitless opportunities that continue to inspire professionals at every level. Below, a few of our colleagues at The Jacobson Group share their personal stories and perspectives on building a career in insurance. Whether through making a meaningful community impact or connecting with passionate, forward-thinking peers, their experiences highlight why insurance proves to be such a rewarding career destination. We hope their insights encourage others to consider the diverse possibilities our industry has to offer. Regardless of where you stand in your career journey, there's always a new challenge or opportunity to discover in our industry. This Insurance Careers Month marks a decade of showcasing these possibilities, and we're more excited than ever about the future of insurance careers. We invite you to join the celebration this February by sharing your own story and helping us inspire the next generation of insurance professionals.

February 2025: Labor Market PULSE

We’re continuing to experience a stable insurance labor market. While the industry’s unemployment rate remains higher than 2024’s average, it is too early to tell if this will become a notable trend or if unemployment will soon drop back down. The BLS also performed its annual five-year revision in January, which adjusted employment numbers slightly down from what was previously reported. Regardless, January marked the industry’s 15th consecutive month of employment growth, and December’s* voluntary quits within the larger finance and insurance sector hit their highest level since June 2024. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 3.1% in January. The insurance carriers and related activities sector gained 6,900 jobs in January. At more than 3 million jobs, industry employment increased by approximately 52,700 jobs compared to January 2024. The U.S. unemployment rate decreased to 4% in January and the overall economy added 143,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, December* insurance industry employment saw job increases in agents/brokers (up 4.1%), reinsurance (up 1.9%), title (up 2.3%), property and casualty (up 0.8%) and TPAs (up 0.5%). Meanwhile, jobs decreased in claims (down 1.0%) and life/health (down 0.3%). On a year-to-year basis, December* saw weekly earnings increases in title (up 13.2%), TPAs (up 8.8%), agents/brokers (up 6.3%), property and casualty (up 5.7%) and claims (up 3.6%). ** BLS Reported Adjustments: Adjusted employment numbers for December show the industry saw an increase of 11,600 jobs, compared to the previously reported increase of 13,300 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 BLS did not report on reinsurance and life/health insurance wages for the month of December. 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.

Recruiter: Personal Branding Is a Key to Career Development

Judy Busby spoke with AM Best TV at the 7th Annual Emerging Leaders Conference, emphasizing that clear communication enables organizations to better utilize talent. View the full conversation. 

Compass 18.1: The Human Element of AI Transformation

This quarter’s Compass feature article explores best practices for taking a human-focused approach as you lead through change. The newsletter also includes an overview of the industry's current labor market and recent executive-level job changes.