4 min read
Customer Journey Mapping: Meeting Insurance Customers Where They Are
The first Wednesday of November is National Stress Awareness Day, so today we're going to briefly discuss an industry challenge that is not (entirely) solvable through digital technology. Stress.
With insurance retirees rapidly outnumbering new recruits, insurers are having trouble filling the empty roles left behind. Additionally, recent digital advancements in the industry require fresh skill-sets, compounding the urgency to hire new talent.
When trying to fill open positions, insurance recruiters and HR managers are often challenged to find creative ways to attract new talent. To get through some of the stereotypes of what it means to work in insurance, consider spreading the word of your company's advancements, and give reasons why the next generation of job-seekers should consider your company when planning out their career goals. You may want to include some of the following concepts in your messaging.
One of the greatest challenges facing insurers today is a shortage of workers, often referred to as the "talent gap." Despite historically low unemployment rates, many insurers are scrambling to fill essential positions. Claims adjusters, underwriters, and sales professionals – the very backbone of the profession – are in short supply and high demand.
While most efforts are focused on recruiting and retention, it is often what happens in-between that makes the difference when it comes to the most critical shortage areas. Solving the talent gap requires a more holistic approach, expanding the focus to include strategies beyond traditional recruitment and retention efforts.
Industry experts have for years been warning of an eminent employee-shortage as baby boomers retire en masse. Loss of highly experienced workers, coupled with the fact most new graduates rarely consider an insurance career, means many companies are losing more workers than they can replace. Insurance Business Magazine refers to the problem a “talent crisis.”