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Why do Millennials often overlook the insurance industry in their job searches even though it offers many of the attributes upcoming graduates and young professionals seek in a career? This question is taking on more importance as greater numbers of seasoned employees retire and companies struggle to attract younger workers to replace them. So what can you do to enhance your ability to hire and develop the industry’s future leaders?


Prepare to get creative.

In-person campus recruiting activities such as job fairs have gone by the wayside thanks to the pandemic, so you have to discover new ways to bring your work environment, people, and corporate culture to life virtually. Candidates may not be able – or willing – to have face-to-face interviews or go on an actual office tour yet. Most likely, you’ll be using video conferencing tools to interview prospective candidates or to conduct a virtual career fair, so brush up on your on-camera skills and make sure your equipment doesn’t let you down. You’re dealing with a tech-savvy generation that has little tolerance for outmoded technology.

Connect on social media.

It’s up to the insurance community to demonstrate that a career in the industry aligns with the qualities candidates are looking for in a job. Take a fresh look at your online career page to ensure it’s up-to-date and reflects your company culture. Highlight not only open positions but your team members, your work environment, and how you’re dealing with pandemic issues. Don’t limit your efforts to LinkedIn and Facebook. The generation you want to attract is also using YouTube, Instagram, and Snapchat to research companies.

Create a positive candidate experience.

The candidate’s experience is important, no matter an individual’s professional level. Once you’ve found the right candidate, move quickly toward an offer to lessen the likelihood they’ll sign on with a competitor. Clearly communicate the next steps in the interview process and maintain momentum to keep their interest alive.

Promote your community involvement.

Community impact and corporate social responsibility are important to young professionals; in fact, many of them won’t consider a position if the organization lacks strong corporate social responsibility values. Making a difference is one of their top priorities.

Discuss career growth.

In a 2019 survey of students and recent college graduates conducted by the insurance fraternity Gamma Iota Sigma, 74% of respondents said they measure success by growing their skills and experience rather than by compensation. So when you’re talking with young professionals, go beyond sharing details of the position to outlining the training and development opportunities you offer and demonstrating your interest in their future career growth.

Provide flexibility.

In today’s connected world, it’s often not crucial to physically be in the office from 9 to 5. Especially given the current work-from-home business environment, it’s likely your organization now has remote work programs in place, even if it wasn’t common in the past. Think through ways you can be flexible and support work-life balance for not only this demographic but for your overall workforce.

Ensure an inclusive hiring process.

Young professionals seek organizations that are committed to diversity and inclusion at all levels and consider it an important factor when deciding to join a company. Share how your organization is cultivating inclusivity, justice, and equity during the interview process, and make sure that your social media efforts reflect that as well.


Insurance professionals protect customers during some of the most difficult moments of their lives and support the economy by covering businesses and other assets. It’s a worthy industry that offers great opportunities for people starting out in their careers. Understanding what drives them and adjusting your recruiting strategies will help you attract top talent to your company.

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