Hiring

To address the talent shortage, here are five successful, replicable strategies already in motion to recruit the next wave of insurance talent in 2026 and beyond.

Pay transparency is the practice of openly sharing compensation and benefits information with candidates in the hiring process. State and local ordinances can impact the requirements for your agency.

In a change from the norm, companies are holding onto their employees because the risk of not being able to rehire is too great. Meanwhile, workers are staying put, wary of making a move in an uncertain environment.

Dedicating time to address HR and operational challenges during these quieter months of summer can have a significant impact for the rest of the year. 

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.

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

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