Global Recruiters of Denver’s Post

Great session on Talent Strategies for navigating the #insurance Landscape today at DXC Technology’s Connect conference, hosted by Marian Kelley Director, Insurance Solutions & BPS Marketing at DXC with Evan Metter, KPMG US’s Human Capital Advisory Leader, Karen Monks, Principal Analyst at Celent and Dedra Herron-Slack, Senior Manager, Service Delivery at DXC Topics included: managing systems on older technology with aging and hard-to-find talent - especially challenging for life insurance; ways to think about talent from job codes toward skills; #ai’s impact on skills needs; employee retention (especially with “less sexy” systems); skill gaps in the workforce; training people who move jobs often; skills and training needed for the changed way we work (virtual and hybrid); incorporating new people into teams when they are virtual; learning and development planning; investing in employee experience (especially for newer workers); leveraging the talent of retired employees; leveraging LLMs for training and reading code to teach developers about old code; recruiting and onboarding processes; partnerships with universities; talent diversity; Key quotes: “You will not be able to get that talent…you will need to develop it” “Do you build, buy, borrow or bot [talent]…and how to make insurance sexy” “AI is not going to take people’s jobs…people who embrace AI will take the jobs of people who do not embrace it” “Technology is changing, our skill needs are changing…but what is not changing is the need for those insurance skills in our workforce” “85 million people talent shortage by 2030…but the talent gap is greatest in technology…800 billion COBOL code in use today…the bulk of these companies are insurance companies and airlines” “Make it clear what the new requirements are for the new ways of working…[skills taxonomy and proficiencies]” “63% of managers feel overwhelmed…but they don’t have time for skills development” from KPMG’s recent Worker Survey “[you need to] make this clear…’you don’t need to leave our company to grow…you just need to acquire these skills and experiences’ to get there…There are investments we can make in the HR infrastructure that can do this” “I see a lot of my insurance clients investing in the employee experience” “You don’t need to go to a tech company…you can come to an insurance company, because we are doing that too” “How are we using our retired talent…to recapture that labor in the talent force” “8 in 10 college graduates don’t know about the opportunities in insurance” “It is a signal to talent if [it is too hard to be recruited/hired]” “Employees decide quickly if they intend to stay with you…How do I get here, how do I onboard and how do I develop…you get that right, [your employees will stay]” #kpmgus #kpmgproud #talent #technology #genai #peopleandculture #people

Insurance Industry: It's Not a Talent Crisis, It's a Perception Crisis   Our latest research, The Re:generation Report, at Free Partners LLP highlights a harsh reality: the insurance industry is facing a perception problem in the eyes of young people.   While the industry offers meaningful work, career growth, and work-life harmony – career aspirations which are key to young people - it's seen as outdated and uninspiring. To secure the future of insurance, we need to change perceptions, now.   I was once one of those young people with little knowledge of what a career in insurance could do for me. Fast forward 27 years, and I can confidently say that this industry has opened doors to incredible opportunities and shaped my life in so many ways. And, that’s because insurance is the thread that runs through everything in life.    It's time to stop being shy about insurance. Let’s create a new perception and show the world what an amazing career path the insurance industry can offer.   We can’t do this on our own. We need your help. Share our report far and wide and be the catalyst for change. Thank you to Financial Promoter for the coverage - it was great to talk to you! https://lnkd.in/e8T2uMPu

‼️‼️”It’s not a talent crisis, it’s a perception crisis”‼️‼️ Read that again! I’ve said if before and I will say it again, we do a TERRIBLE job telling our story and if we don’t wake up it may just kill our industry!! Download this report. Read it, share it, read it again. Let’s start doing something to change the narrative. The report shows the top three career aspirations for young people: 1️⃣ Doing work that serves a greater purpose 2️⃣ Personal balance and growth 3️⃣ Having fun and working in a social industry Does that sound familiar? It should. It’s us. It’s the insurance industry. But more than half of the kids surveyed have no idea what a career in insurance looks like. We have to quit talking and start acting. Getting out there and telling our story one high school campus at a time. Get involved with an organization that’s doing it (DM me I can point you in a direction). Get your organization out there to tell folks what we do and how we do it. Like, comment and share this so we can get it in front of as many people as possible!!

So many industries look sexy on the outside but are really dull on the inside. Insurance is the exact opposite. With the global talent shortage, and young people finding just about every other career more appealing, insurance risks losing out on the growth, innovation and diversity that comes with next gen talent. And there's no reason why it should. Our report shows the scale of the problem and what businesses and industry can do.

If you missed out on #IMCAIgnite, you missed a great keynote by Free Partners LLP on the next generation of talent and what they want in an #insurancecareer. Lucky for you, their recent study is linked below. The time for action as #insurancemarketers is NOW to help counter the talent crisis in #insurance and change the perception of insurance as an employer brand.

🚨 Read and share this report from Free Partners LLP and help change the reputation of an insurance career. ✅ Get in touch with your university to speak to students ✅ Talk to your kids or friends’ kids about your job ✅ Volunteer for a career fair ✅ Support groups like the Spencer Educational Foundation What other ideas do you have to spread the word? Insurance is cool, insurance is exciting, and insurance is life-changing 💥 #InsuranceCareers #Insurance

If you’re in insurance, marketing or HR then please do give this report from Free Partners LLP a read. There is work to be done in letting young people know about the rewarding career and personal development opportunities that insurance can offer. #youngpeople #careers #insurance #marketing #humanresources

You're right, it's not a talent problem, but a perception problem. I'd go further and say it's largely a visibility problem too. The talent is most definitely out there; we see it with all the young people we work with every day, but getting in front of them at an early age and then capturing their attention in a way that really engages them is difficult. However, we've partnered with lots of insurers over the past few years to help them proactively engage young people from the age of 13 upwards, driving awareness and interest in the industry and the plethora of opportunities available to them if they head in that direction. It's also possible, and there are a number of ways it can be done. The best way though (and we find this with all industries) is to engage them through the sense of real work by setting them real challenges to solve, not just showing or shadowing. It means they have to think deeply about the industry, what insurers actually do, and the benefits they bring to the world, all without realising it. Set them a real challenge to solve, and you'll see them come to life. They also learn a bunch of skills along the way which will benefit them regardless of the industry they go into.

Exploring New Horizons in Insurance Talent and Leadership through the Shin Research Program Insights: The Shin Research Program, funded by Kyobo Life Insurance and in collaboration with the International Insurance Society (IIS), has launched a pioneering study into talent and leadership trends in the insurance industry. This 2023 initiative, stemming from a decades-long partnership, seeks to address key topics like regulation, cyber risks, and resilience, among others. Responding to industry dynamics, the inaugural report gathers insights from senior human resource leaders. It stresses the importance of hiring candidates who possess a comprehensive understanding of the industry’s global nature and a commitment to continuous skill enhancement. The report outlines essential skills for today’s insurance professionals, including data fluency and a growth mindset. The success in attracting and retaining top talent is closely tied to supporting lifelong learning and connecting individual roles to the industry’s broader mission. To attract new talent, the industry is advised to provide clear career growth paths, communicate its people-focused mission, adapt to the gig economy, and offer flexible working conditions. Cultivating talent involves robust training plans, online learning for technical skills, social learning for soft skills, and leveraging mentoring and coaching. The Shin Program aims to validate these findings in future studies, focusing on differences between HR leaders and senior executives’ perspectives. This initiative underscores the program’s commitment to fostering global growth and innovation in alignment with the IIS’s mission. For a comprehensive understanding, the full report is available for review. #Education #Training #Technology #RiskManagement #InsuranceIndustry

Executive search consultants or insurance headhunters work on behalf of a client to find ‘passive’ insurance talent. In other words, leaders who aren’t actively seeking a new role. Their work is of course tailored to the specific needs of a client and the individual search assignment they are working on. But there are common elements to each search process and some important actions prospective candidates can take along the way. Find out more at https://lnkd.in/dMRCi4dP #Insurance #InsuranceCareers #ExecutiveSearch