The document discusses why many insurers may fail to achieve their full potential and how they can get ahead in attracting and retaining talent. It recommends that insurers (1) transform their employee experience to engage and retain talent, (2) reinvent on-the-job learning to quickly train new hires and reskill existing workers, and (3) reshape their talent supply chain through partnerships and new platforms. Only 2% of soon-to-be graduates express interest in working for an insurance company despite insurers needing new digital and soft skills to adapt.

1. Learn more about how insurers can get the talent they need with our full report:
www.accenture.com/InsuranceWorkforce
* Source: Accenture Strategy US College Graduate Employment Survey, 2015Copyright © 2015 Accenture. All rights reserved.
THE INSURANCE WORKFORCE OF THE FUTURE:
Why will so many insurers fail to achieve their potential?
2%
How can insurers get ahead
of the talent curve?
One: transform the employee experience and
take a page from the customer playbook to
engage, delight and retain talent.
Two: re-invent on the job learning to get new hires
up to speed and reskill existing workers to meet the
challenges of a fast-paced, dynamic workplace.
And three: re-shape the talent supply chain through
new strategies like partnerships with startups, online
exchanges and crowdsourcing platforms.
Only 2% of soon-to-be-grads express interest in
working for an insurance company.* Yet insurers
need new skills to become “digital ready,” from
the STEM skills that are increasingly competitive
to hire for, to softer skills like problem solving,
creativity and flexibility.