The most successful companies understand that attracting top talent isn’t just about offering the highest salary; it’s about leveraging creative strategies and building an authentic workplace culture.
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.
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.
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 seasoned producers reach retirement age, investment in new ones is crucial for agencies that are looking to grow. From interviewing and hiring to training and upskilling, follow these steps to make sure your investment pays off.
One of the keys to avoiding any potential errors & omissions exposures is to teach your employee about risk management and audits.
Would an e-bike, which is propelled by the user and the rider’s power is “amplified” by the electric motor, find some coverage under the ISO HO-3 policy?
If piano mover clients dropped and destroyed a piano and were held liable, would the business auto policy respond in any way during the “handling of property” to load and unload onto their vehicles?
