Hiring

From producers to client managers and service teams, former student athletes are likely to embody the personal discipline and soft skills necessary to have successful insurance careers.

As hard as it may be to believe, the oldest wave of Generation Z is now hitting their late twenties. While Gen Z insurance needs are evolving, they’re not too different from their predecessors.

Rather than being wary or frustrated with the Generation Z workforce, employers who seek to understand them can offer a much more positive workplace relationship and ultimately benefit their company.

Your next hire could work remotely, in-person or on a hybrid schedule. Review your management style to build a collaborative culture regardless of employees’ locations.

A lawsuit can be brought against an organization for countless reasons—including a disgruntled former employee who believes they’ve been wronged.

In today’s changing workplace, long-term business readiness revolves around an organization’s ability to attract and retain diverse talent from a wide range of skill sets.

When it comes to planning for your agency’s internal perpetuation, there are numerous factors to consider, each requiring careful consideration and strategic discussion.

As Generation Z becomes an increasingly significant part of the workforce, employers must rethink their approach to retention and benefits.

Isler, assistant vice president and marketing analyst supervisor at McGriff Insurance Services in Birmingham, Alabama, isn’t one to shy away from an opportunity to help the independent agency channel.

There are opportunities to recruit seasoned, talented workers looking for a career change—if you reimagine the hiring process to emphasize competencies, not experience.