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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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May 2025: Labor Market PULSE

We continue to see a fairly stable market, with no radical changes so far this year. In April, we experienced a slight rise in the insurance industry’s unemployment rate; yet it remains in a range typical for the industry, at 2.6%. Within the larger finance and insurance industry, hiring accelerated in March* hitting a rate of 2.5%, which is the highest recorded since 2022. Job openings also saw a slight uptick. At the same time, the layoff rate has remained unchanged since December 2024 at 0.5%, and the rate of quits was the highest we’ve seen in almost two years. If you are looking to hire in the current environment, it’s essential to take a candidate-centric approach. Read more in our recent white paper. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector increased to 2.6% in April. The insurance carriers and related activities sector lost 100 jobs in April. At more than 3 million jobs, industry employment increased by approximately 41,800 jobs compared to April 2024. The U.S. unemployment rate remained at 4.2% in April and the overall economy added 177,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, March* insurance industry employment saw job increases in agents/brokers (up 3.4%), TPAs (up 1.9%), property and casualty (up 1.4%), title (up 1.3%) and reinsurance (up 1.3%). Meanwhile, jobs decreased in life/health (down 0.2%) and claims (down 1.3%). On a year-to-year basis, March* saw weekly earnings increases in property and casualty (up 8.0%), agents/brokers (up 7.7%), claims (up 6.1%), TPAs (up 5.5%) and title (up 1.0%). ** Notes: Adjusted employment numbers for March show the industry saw an increase of 1,900 jobs, compared to the previously reported increase of 3,200 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 has not reported on reinsurance and life/health insurance earnings since December 2024. 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.

5 Questions to Ask When Crafting Your CAT Season Talent Plan

With catastrophe season looming, it’s time to start strategizing your talent plan for both the expected and unexpected events this year will bring. Last year was the fourth costliest on record (kept since 1980) for weather and climate-related disasters, according to NOAA’s National Centers for Environmental Information. Losses from natural catastrophes are already tracking above the 10-year average for 2025. No matter what this year’s CAT season has in store, having a strategic talent plan in place is undoubtedly key to ensuring your policyholders are best taken care of in their times of need. Here are five essential questions to ask as you plan for this year’s CAT season. 1. How are you using AI? Customer expectations continue to shift within all areas of business. Has your claims process evolved along with these changing needs? Today’s consumers expect immediate responses, frequent and clear communication, and high-quality interactions. Artificial intelligence provides the ability to act with speed and efficiency; however, human skills such as emotional intelligence, empathy and problem-solving are all vital in creating positive connections with policyholders. If your claims adjusters are primarily relying on digital and online platforms, how is a sense of affinity and understanding being conveyed? Find a balance that enables you to blend the unique attributes of both your team and your AI tools. 2. What will you do if there’s an influx of work? As evidenced in the past few years, it’s possible multiple disasters may occur around the same time. Is your core team prepared to tackle an increased workload smoothly and accurately? By partnering with a staffing firm early on, you can increase your flexibility, ensuring you’re able to bring in additional trained claims adjusters and customer service representatives almost immediately. You may also consider cross-training teams, so individuals can step in and shift priorities when needed. 3. Is your team trained on new technologies and processes? If your company is going through IT migrations or technological transformations, make sure these projects are not inhibiting a seamless claims process. Consider bringing in trained professionals on a project basis to maintain productivity while your primary staff ramps up on new systems. Additionally, contracted experts can assist with implementation and training, ensuring your core team is able to efficiently leverage new technology. 4. Does your team have autonomy to make decisions? As part of your focus on the customer experience, remove layers and barriers to streamline your claims process. Are your agents able to handle inquiries and issues on their own? Do they have a clear understanding of when an issue may need to be escalated? Provide parameters that enable individuals to make decisions, granting them a sense of autonomy and empowerment while better serving your customers. 5. Are there any potential scenarios you have not planned for? By its nature, CAT season is unpredictable. However, thinking through various scenarios ahead of time can keep your claims department functioning smoothly. Develop contingency plans if remote employees lose their internet connections or power for extended periods of time. Along with preparing for an influx of work, uncover other factors that might influence your talent strategy and ways to mitigate their potential for disruption. By thinking through your talent plan early on, your team will be well-prepared for the unexpected. For more insights on ensuring you have the right talent in place, view our recent post on hiring the perfect candidate.

Compass 18.2: Taking a Candidate-Centric Approach to Recruiting

Explore ways to provide a positive candidate experience and attract the best and brightest talent.

April 2025: Labor Market PULSE

March labor market data remained relatively unchanged compared to January and February. Insurance industry unemployment continued to drop, lowering to 2.1%, which is consistent with 2024’s average. The overall U.S. economy experienced a slight increase in its unemployment rate, rising from 4.1% to 4.2%. However, the U.S. workforce also saw a substantial increase in employment and marked its 51st consecutive month of job growth. While the labor market was stable in March, a sense of uncertainty lingers and we’re seeing professionals more hesitant to take on new roles. As you recruit in today’s challenging talent landscape, it’s important to take a refreshed approach to finding the right talent.   AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2.1% in March. The insurance carriers and related activities sector gained 3,200 jobs in March. At more than 3 million jobs, industry employment increased by approximately 52,100 jobs compared to March 2024. The U.S. unemployment rate increased to 4.2% in March and the overall economy added 228,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, February* insurance industry employment saw job increases in agents/brokers (up 3.8%), title (up 2.2%),  property and casualty (up 1.6%), reinsurance ( up 1.6%) and TPAs (up 1.6%). Meanwhile, jobs decreased in life/health ( down 0.5%) and claims (down 2.1%). On a year-to-year basis, February* saw weekly earnings increases in agents/brokers (up 7.8%), property and casualty (up 6.5%), TPAs (up 4.9%), claims (up 4.7%) and title (up 3.5%). ** Notes: Adjusted employment numbers for February show the industry saw an increase of 2,600 jobs, compared to the previously reported increase of 5,100 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 BLS has not reported on reinsurance and life/health insurance earnings since December 2024. 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.

Study Reflects Ongoing Labor Market Stability for 2025

Our recent Q1 2025 Insurance Labor Market Study, conducted in partnership with Aon, found that 88% of insurers plan to increase or maintain their headcounts this year. As carriers continue to anticipate moderate growth in terms of both staff and revenue, the industry’s 2025 talent outlook is steady and sound. Anticipated increases in business volume is the primary reason for adding staff in the next 12 months, with technology roles in highest demand. After technology, the industry’s greatest needs are underwriting and claims staff. Experienced staff continues to be the industry’s greatest need overall, with 81% of respondents sharing they are most likely to hire experienced individuals, followed by entry-level employees (16%) and executives (3%). Entry-level staff is in highest demand within claims (30%), followed by operations (28%) and analytics (19%). Compared to January 2024, recruiting difficulty has increased in six of 11 categories, and most positions are at least moderately difficult to fill. Actuarial roles are considered the most challenging, followed closely by executive and analytics positions. Over the past several years, insurers have re-evaluated their approach to flexible work to adapt to professionals’ shifting expectations. Currently, 75% of carriers expect most employees to work a hybrid schedule (compared to 72% in July 2024) for the first half of the year and 22% expect the majority of their employees to be fully remote (up from 18% in July 2024). Eighty-three percent of carriers offer flexible hours. From a revenue standpoint, 74% of insurers expect to see growth in 2025 and just 4% anticipate a decrease, primarily driven by changes in market share. For many organizations, a focus on attracting, retaining and developing talent will be key for reaching both hiring and revenue goals. To download the full Q1 2025 results summary and view the results presentation, click here. The Semi-Annual U.S. Insurance Labor Market Study has collected revenue and hiring projections from carriers across all sectors of the industry for more than 15 years. The next iteration of the survey will take place in July 2025. To be notified when it opens, follow this link. 

Building Your Personal Brand

When did you last carve out time to reflect on your personal brand? In today's evolving labor market, a well-defined personal brand is key for attracting opportunities that align with your strengths and enable you to contribute at your highest level – no matter where you are within your career. However, this is more than a catchy tagline or a curated online presence; your personal brand is a powerful tool for conveying your capabilities and attracting opportunities that both energize you and bring you satisfaction in your role.   Why should I care about my personal brand? Even if you haven’t formally defined your personal brand, you DO have one. It exists as the collection of behaviors, impressions and experiences you have been creating all your life. Taking a proactive approach to ensure your brand aligns with your aspirations and strengths, while working on effectively communicating your brand to others, can make a substantial impact on your career: Your personal brand establishes your reputation in the minds of others. It forms a clear perception of value, showing others what you bring to the table that’s unique, important and relevant. It creates consistent expectations, which helps align your objectives and improves your ability to succeed. Perhaps most importantly, it positions you to attract opportunities that are best suited to your greatest strengths. How do I create a personal brand statement? Whether you have an existing brand statement or if you are starting from scratch, being able to clearly convey your strengths is essential. Here are a few steps for crafting a personal brand statement that represents you authentically and accurately. Identify your strengths. Your strengths comprise the foundation of your personal brand, making it important to first uncover and define these areas. I recommend StrengthsFinder 2.0 for those who really want to dig deep into understanding the areas where they naturally excel. However, you can also begin to uncover these in a more informal way by considering past professional feedback, as well as by asking friends and colleagues about the words that come to mind when they hear your name. Create your personal brand statement. Once you've identified your key strengths, it's time to craft your personal brand statement. I’ve found this simple formula provides an excellent starting point for most professionals: Start with a basic statement (I + verb + noun). For example, "I drive results."  Add one or two of your personal strengths. For example, "I use my analytical thinking and determination to drive results," or "I drive results through innovation and execution." Add qualifiers (adjectives and adverbs). For example, "I use my analytical thinking and determination to consistently drive measurable results," or "I drive impactful results through creative innovation and timely" Continue to experiment and refine. Ensure your brand is reflected in a consistent way. Further build your personal brand by ensuring it is consistently represented across in-person interactions and virtual environments: Revisit your LinkedIn profile and resume or professional bio with fresh eyes. Do they clearly communicate your unique strengths? Pay attention to your communication style and how you show up – in meetings, emails and presentations. Is it aligned with the brand you’re aiming to convey? Seek out projects and responsibilities that showcase your strengths, allowing you to further demonstrate your unique value proposition. Practice sharing your personal brand statement in conversations to help it feel natural to you. By effectively communicating your natural talents through a personal brand statement, you’ll be positioned to contribute at your highest level both in current and future roles. However, it’s important to also remember your brand isn't built simply by what you say; it's demonstrated through consistent actions that align with your unique value. Invest the time in understanding, cultivating and articulating your strengths to attract the right opportunities, build stronger relationships, and make the greatest impact throughout your professional journey.

Jacobson Employee Spotlight – Q1 2025

In this employee spotlight, we’re excited to share three outstanding individuals who exemplify the values and culture that make Jacobson thrive. Learn more about their contributions and the impact they make every day! Tyler Thompson Account Manager, 2.5 years at Jacobson Hometown: Harlan County, Kentucky Alma Mater: University of Kentucky - My husband and I are a house divided; he is University of Louisville alumni. We don’t talk about it. Describe Your Role: I’m a recruiter on the executive search team so I do a lot of networking and outreach to industry leaders. Last Book You Read: Midnight Mom Devotional One Professional Skill You Are Actively Developing: Client-facing and presentation skills You Are Happiest When You Are: Making memories with my family and doing anything I can learn from. Advice for Newcomers to the Industry: Expose yourself to as much as you can and connect with people from different roles in the industry. Building your connections, self-branding and having those conversations will help you in the long run. What Inspires You to Excel in Your Role? The people are inspiring. Connecting with so many different individuals and helping them land their dream roles, while also witnessing how far hard work and time can take you, is truly rewarding. Favorite Restaurant or Food to Eat: We have a ton of really good eats locally. I truly just love good food! I can appreciate a local slice of pizza, Thai food, anything with crab or a nice, seared steak. The list goes on. If You Won the Lottery, What is the First Thing You Would Do? I wouldn’t tell anyone but there would be signs… Karen Lopez Recruiter, 6.5 years at Jacobson Hometown: Hoffman Estates, IL Alma Mater: National Louis University - Chicago Describe Your Role: I partner with our clients to provide experienced and tenured P&C insurance professionals - at all levels across, all business functions - on an interim basis. Random Fact: I once pulled several baby skunks from under my stoop without getting sprayed. Share a piece of advice for newcomers to the industry: Take advantage of the many insurance networking events to make connections and build relationships. Favorite Food: Chinese Food Last Book You Read/Show You Binged: Is it Cake? on Netflix If You Won the Lottery, What is the First Thing You Would Do? Purchase my dream home! You Are Happiest When You : Have sorted, purged and organized a drawer, closet, cabinet, or shelf What Inspires You to Excel in Your Role? A sense of contribution – to my co-workers, to my clients and to my network Patrick Brennan IT Specialist, 27 years at Jacobson Hometown: Born in Chicago, IL and currently live in Frankfort, IL Alma Mater: Loyola University of Chicago (BA and M.ED), DePaul University (IT Network Certification) Describe Your Role: I provide IT support across the company, including our temporary employees on client assignments who use Jacobson provided equipment. I also work with our MSP partner to implement and support all of Jacobson's voice and data needs. Last Show You Watched: Masters of the Air on Apple TV. It's about the Army Air Corps 100th bomber group's European campaign during WWII. In Your Time at Jacobson, What has Been Your Favorite Project?  Being part of Jacobson’s IT systems move from on-premises to the cloud. We are on the verge of migrating the last of our on-premises systems to the cloud. When I first started at Jacobson there was no e-mail or internet! We had a local server-based homegrown CRM/ATS application called Companies & Candidates. Updates were saved to floppy disks and shipped to each branch office to update the local database. The first e-mail system used a 56K modem to dial into the internet to download e-mails every 15 minutes. We also did not have direct dial phone numbers. All calls were routed through an operator. Favorite Restaurant: Mon Ami Gabi patio seating at The Paris Hotel in Las Vegas Advice For Newcomers to the Industry: Stay as current as you can on technologies with an eye towards the future. You are Happiest When You are…: On a beach in South Haven Michigan. Family, friends, drinks, music, bonfires and sunsets. If You Won the Lottery, What is the First Thing You Would Do? Buy all the eggs! Who or What Inspires You to Excel in Your Role? I will never stop being impressed and motivated by the hard work and capabilities of all Jacobson staff. View previous editions of our Employee Spotlight. For monthly Employee Spotlights, follow our Facebook page. 

Recruiter Report: Finding the “Perfect” Candidate

After years of shifts in the insurance labor market, we’re experiencing a more stable—yet still challenging—talent landscape in 2025. The industry's unemployment rate sits at just 2.5%, notably lower than the national rate of 4.1%. Not surprisingly, in our conversations with hiring managers, we continue to hear the same thing: finding top performers remains difficult, especially for specialized roles. Many organizations remain focused on finding the "perfect" candidate, one who checks every box. However, the most successful companies have shifted their approach, redefining what the ideal candidate looks like in today’s market. In this edition of Recruiter Report, we explore the question, “How do you hire the right candidate in today’s market?” Acknowledge the current talent landscape. The insurance industry continues to experience a competitive recruiting environment. According to The Jacobson Group and Aon’s Q1 2025 Insurance Labor Market Study, six of 11 functional areas are more challenging to recruit for than they were a year ago and nearly all positions remain at least moderately difficult to fill. Organizations that take a realistic and creative approach to recruiting will be best positioned to secure top talent. Here are a few key factors to consider: Insurance professionals with specialized expertise are in particularly high demand. Return-to-office mandates further limit available talent pools. Professionals are unlikely to make lateral moves; they expect advancement opportunities. Candidates are evaluating potential employers just as critically as employers evaluate them. Top talent often receives multiple offers, giving them strong negotiating power. Focus on must-have skills. In a tight labor market, distinguishing between essential and trainable skills is crucial. While specific insurance knowledge may be non-negotiable for certain roles, many technical skills can be learned. Identifying which skills are true day-one requirements versus those that can be developed over time will significantly expand your candidate pool. One of the most effective ways to attract strong candidates is to rethink rigid experience criteria. Ask yourself if 10 years of experience is truly necessary when a candidate with seven years has demonstrated exceptional growth and capability. Also, consider whether requiring specific designations is necessary. Many professionals are eager to earn credentials and continuing education credits on the job if given the opportunity. Explore your team’s future needs. Before finalizing job requirements, take a step back and think strategically about your team's trajectory. What are your department's goals for the next one-to-three years? Which soft skills or technical acumen will become more important over time? Sometimes the right hire is someone with skills that lend to innovation, rather than someone with extensive traditional experience. Assess your team's strengths and identify complementary skills that would enhance overall effectiveness and impact. The gap you need to fill might not be what you initially expected. Identify what makes your current employees successful. Look at your top performers. What qualities do they share? These traits often differ from those traditionally listed in job descriptions. The most successful employees may come from a variety of backgrounds, bringing transferable skills that allow them to thrive in ways that go beyond industry-specific experience. Pay special attention to problem-solving approaches, communication styles, adaptability and analytical thinking. These soft skills often predict success more accurately than technical knowledge alone. Consider growth-minded individuals and invest in upskilling. Candidates looking for their next career step often bring energy and drive that can transform your team. Professionals in the three-to-five-year experience range are typically eager to prove themselves and take on new challenges. What they might lack in experience, they make up for in enthusiasm and fresh perspectives. Though these growth-minded professionals are often strong hires, upskilling them is key. The best organizations implement regular development-focused check-ins – not performance reviews, but genuine conversations about progress toward closing skills gaps. When employees know you’re investing in their growth, they often respond with increased loyalty and engagement. Determine the candidate’s interest level. As you talk with candidates, keep an open mind and evaluate both their potential fit and their genuine interest in the role. In early conversations, ask questions to reveal their true motivations: What is lacking at your current employer that made you open to other opportunities? If their primary concern is remote work flexibility, they may not be fully committed to making a move and could be planning to leverage your potential offer to negotiate with their current employer. Look for deeper motivations, such as career growth, leadership opportunities or cultural misalignment, to gauge genuine interest. What stands out about this role? What made you want to hear more? Pay attention to how well they articulate their interest. Are they drawn to the responsibilities, company culture or long-term potential? Their response can help determine if there's a strong fit. How do you envision your future career path? Consider whether their long-term aspirations align with what your organization can realistically provide. A candidate seeking rapid advancement may not be the right fit for a position with limited growth opportunities, while someone who values stability may thrive in a more structured environment. What do you enjoy most in your current role and why? This helps reveal what truly drives them – whether it’s problem-solving, collaboration, autonomy or leadership. Comparing their response to what your role offers can help determine if they will be engaged and satisfied in the long run. Additionally, establishing compensation expectations early in the process prevents wasted time on both sides and ensures you can make a competitive offer if they're the right fit. For specific strategies on maintaining momentum in the hiring process and extending compelling offers, view our past editions of Recruiter Report. As the insurance industry continues to navigate a competitive labor market, organizations must adapt to secure top performers. The “perfect” candidate isn’t always an exact match - by focusing on transferable skills, growth potential and future team needs, you can identify the right hire for long-term success. Prioritizing upskilling allows you to build teams that meet immediate needs while evolving with your organization’s future demands. Has your organization successfully hired and developed employees who initially lacked some “required” skills? Share your thoughts in our latest LinkedIn poll.

‘Bleak’ Data: Insurance Co. Entry Level Hiring Expectations Hit Low Point

Carrier Management highlights that insurance carriers expecting to add staff in 2025 are largely looking for experienced professionals rather than filling entry level roles, according to the latest Insurance Labor Market Study from Jacobson Group and Aon.

March 2025: Labor Market PULSE

Rounding out the first quarter of 2025, the latest numbers show continued stability in the insurance labor market. Consistent with past years, unemployment dropped back down to 2.5 (less than half a point from 2024’s overall average). At the same time, total employment was up both month-over-month and year-over-year in January. According to our Q1 2025 Insurance Labor Market Study, conducted in partnership with Aon, 55% of carriers are planning to add staff this year and just 12% plan to decrease staff sizes. The insurance labor market remains stable, and job growth appears likely for the next 12 months. For more insights on what to expect this year, view our full results summary. AT-A-GLANCE NUMBERS Unemployment for the insurance carriers and related activities sector decreased to 2.5% in February. The insurance carriers and related activities sector gained 5,100 jobs in February. At more than 3 million jobs, industry employment increased by approximately 53,300 jobs compared to February 2024. The U.S. unemployment rate increased to 4.1% in February and the overall economy added 151,000 jobs. INDUSTRY HIGHLIGHTS On a year-to-year basis, January* insurance industry employment saw job increases in agents/brokers (up 4.0%), title (up 2.9%), reinsurance (up 1.6%), and property and casualty (up 1.2%). Meanwhile, jobs stayed the same in TPAs (remained 0.5%) and decreased in life/health (down 0.6%) and claims (down 0.3%). On a year-to-year basis, January* saw weekly earnings increases in agents/brokers (up 8.2%), TPAs (up 7.7%), property and casualty (up 7.4%),  claims (up 5.4%) and title (up 5.1%). ** BLS Reported Adjustments: Adjusted employment numbers for January show the industry saw an increase of 12,300 jobs, compared to the previously reported increase of 6,900 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 BLS has not reported on reinsurance and life/health insurance earnings since December 2024. 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.

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.