The document discusses careers in the insurance industry and attracting top talent. It summarizes the views of several professionals in the industry:
- Steven Lawes, Managing Director of a recruitment firm, says the insurance industry offers diverse career paths and limitless progression for motivated individuals.
- Jo Moxon of BGL argues the industry should promote opportunities in data science, digital technology, and social media to attract young recruits and refresh its image.
- Richard Buckingham agrees the industry is focusing more on customer data and analytics roles to improve customer experience.
- Margaret Doyle says insurers should better promote the variety of insurance roles on campuses and address perceptions it is male-dominated.
- David
Jefferson Young is a specialist talent acquisition and advisory business that delivers innovative solutions to clients that need to build or restructure their business.
The way organisations hire talent has evolved considerably in recent years. As a company providing human capital to these organisations, we have to transform the way we think, engage and operate.
Our model allows us to add real value to our clients over and beyond what internal recruitment functions, HR and RPO are mandated to deliver.
We operate in the Financial Services, Professional Services, FMCG, Technology and Digital markets.
Jefferson Young is a specialist talent acquisition and advisory business that delivers innovative solutions to clients that need to build or restructure their business.
The way organisations hire talent has evolved considerably in recent years. As a company providing human capital to these organisations, we have to transform the way we think, engage and operate.
Our model allows us to add real value to our clients over and beyond what internal recruitment functions, HR and RPO are mandated to deliver.
We operate in the Financial Services, Professional Services, FMCG, Technology and Digital markets.
jobsincredit.com & jobsinrisk.com - Media PackBrettMarlow
Our media pack provides a detailed overview of the sites, our audience and the success other clients have had from using our service.
Please contact me for more information with regards to discounted trial rates.
The 5 Most Influential Women in Finance, 2021 features successful businesswomen in the finance industry, their business journeys, challenges, & achievements.
Because of how we work, we have a very unique “glimpse” into how over 5000 Executive Search companies and almost 20 000 decision makers react – the majority of which being located in Europe; and we collect and analyze how they respond; and we observe if and what kind of trends there are to leverage them into better career management & more effective job search methods.
Before there are trends, there are signals which we usually keep to ourselves. But these are not usual times, so we decided to share those market signals by the end of each week.
We are sharing our observations based on information gathered from HR Directors, Executive Search companies, recruitment agencies and candidates. We also summarized best practices taken up by corporations in order to support their businesses. Below you’ll see what we found out.
Recruitment and Executive Search companies:
They are working online and assure that recruitment processes are still continuing. Agencies observed that more candidates than usual express a lack of interest in roles when approached; they refuse to engage. Recruiters also complain about candidates not being fit for online interviews.
To quote a CEO of a recruitment agency, “As to candidates: if they are employed they refuse to participate in processes; if they aren't, they shower us with their CVs.”
Even though recruitment processes are still going on, recruitment companies have also been suffering from the crisis. It is getting a little better, though, as April was for some better than March. Some say they are getting ready for confidential replacement searches to be started towards the end of May / beginning of June to make sure the best qualified CEOs and board members lead their companies through the next months. Interim recruitment sees more activity but candidates for interim assignments are usually not well-prepared.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
First Flight is the only UK search and selection agency to specialise in recruiting Chairs and Non-Executive Directors - this is all we do!
We work across all sectors and all company sizes. Our clients include AIM listed and FTSE SmallCap companies, growth companies, mutuals, family-owned companies, Investment Trusts, not-for-profit organisations, UK subsidiaries of multinationals and EIS/VC/PE-backed companies.
We work in partnership with our global client base, OEM vehicle manufacturers, 1st and 2nd Tier Suppliers and SME, R&D Centres, Design Consultancies, Test Facilities, Automotive Supply Chain and Aftermarket businesses. Understanding our clients business enables us to identify and attract the best talent available. We ensure our clients satisfy their human capital needs and our candidates find the best possible career opportunities.
Vibrant, driven and keen to make an impact, the board at Darwin Recruitment explains why developing the ideal staffing dynamic is a key part of their growing expansion.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
Freedom Communications - How to build a pipeline of industry talentFreedom Communications
Freedom Communications' feature in Comms Dealer Magazine June 2016, discussing the topic of how Freedom have built their talent pipeline with skills development and apprenticeship schemes.
jobsincredit.com & jobsinrisk.com - Media PackBrettMarlow
Our media pack provides a detailed overview of the sites, our audience and the success other clients have had from using our service.
Please contact me for more information with regards to discounted trial rates.
The 5 Most Influential Women in Finance, 2021 features successful businesswomen in the finance industry, their business journeys, challenges, & achievements.
Because of how we work, we have a very unique “glimpse” into how over 5000 Executive Search companies and almost 20 000 decision makers react – the majority of which being located in Europe; and we collect and analyze how they respond; and we observe if and what kind of trends there are to leverage them into better career management & more effective job search methods.
Before there are trends, there are signals which we usually keep to ourselves. But these are not usual times, so we decided to share those market signals by the end of each week.
We are sharing our observations based on information gathered from HR Directors, Executive Search companies, recruitment agencies and candidates. We also summarized best practices taken up by corporations in order to support their businesses. Below you’ll see what we found out.
Recruitment and Executive Search companies:
They are working online and assure that recruitment processes are still continuing. Agencies observed that more candidates than usual express a lack of interest in roles when approached; they refuse to engage. Recruiters also complain about candidates not being fit for online interviews.
To quote a CEO of a recruitment agency, “As to candidates: if they are employed they refuse to participate in processes; if they aren't, they shower us with their CVs.”
Even though recruitment processes are still going on, recruitment companies have also been suffering from the crisis. It is getting a little better, though, as April was for some better than March. Some say they are getting ready for confidential replacement searches to be started towards the end of May / beginning of June to make sure the best qualified CEOs and board members lead their companies through the next months. Interim recruitment sees more activity but candidates for interim assignments are usually not well-prepared.
If you want to discuss your professional situation confidentially or if you are considering hiring Career Angels for support, contact Bichl.Sandra@CareerAngels.eu who will personally match you with the most appropriate consultant. For efficiency, add your CV and availability for a Skype call.
If you want to contribute, email your signals to Sandra (everything will be kept confidential).
First Flight is the only UK search and selection agency to specialise in recruiting Chairs and Non-Executive Directors - this is all we do!
We work across all sectors and all company sizes. Our clients include AIM listed and FTSE SmallCap companies, growth companies, mutuals, family-owned companies, Investment Trusts, not-for-profit organisations, UK subsidiaries of multinationals and EIS/VC/PE-backed companies.
We work in partnership with our global client base, OEM vehicle manufacturers, 1st and 2nd Tier Suppliers and SME, R&D Centres, Design Consultancies, Test Facilities, Automotive Supply Chain and Aftermarket businesses. Understanding our clients business enables us to identify and attract the best talent available. We ensure our clients satisfy their human capital needs and our candidates find the best possible career opportunities.
Vibrant, driven and keen to make an impact, the board at Darwin Recruitment explains why developing the ideal staffing dynamic is a key part of their growing expansion.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
Freedom Communications - How to build a pipeline of industry talentFreedom Communications
Freedom Communications' feature in Comms Dealer Magazine June 2016, discussing the topic of how Freedom have built their talent pipeline with skills development and apprenticeship schemes.
Showcasing the enthralling stories of such entrepreneurial leaders who are driving transformation, Insights Success features the starlets of the modern business arena in its latest edition, “Entrepreneurs of the Year 2023.”
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
Recruiting talent in one country is complicated enough. Whether hiring challenges stem from the tight labor market, an industry’s skills gap or antiquated technology solutions, add in recruitment on a global level and the complexities increase tenfold.
Having built our reputation on successfully delivering cross-functional results to the (re)insurance, investment management and associated industry sectors over a number of years, we are respected and regarded as an industry leader in research and execution.
We operate both in the UK and globally with a focus on providing organisations with expert guidance on ‘talent pooling’, market trends, and competitor & business intelligence.
We are a London based firm with offices in Hong Kong, Singapore and Switzerland allowing us to efficiently operate and execute international assignments. As a privately held business we are driven by delivering results to our clients, adhering strictly to a set of core values - partnerships, accountability, credibility and ethics.
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
Zimyo-A One-Stop-Solution For All Your HR NeedsSameerShaik43
A unified Human Capital Management, Zimyo operates in the technological industry revolutionizing Human Resource operations. Due to the new automation processes, traditionally strenuous HR activities like checking for payroll errors are almost eliminated.
https://www.tycoonstory.com/startup/zimyo-a-one-stop-solution-for-all-your-hr-needs/
The 10 Most Innovative Business Leaders to Follow in 2022.pdfinsightssuccess2
This edition features a few innovative business leaders that continuously push the boundaries in their company's best interests.
Read More: https://www.insightssuccess.com/the-10-most-innovative-business-leaders-to-follow-in-2022-vol4-april2022/
1. InsuranceTimes | 25/02/2015 | 29
Read more online at insurancetimes.co.uk
careers in insurance
What is the main focus of
your business?
We are a specialist insurance recruitment
consultancy. We work in partnership with our
clients, which can be small independent providers through
to huge global organisations, to attract the highest calibre
of talent from within the insurance industry. We have
been dedicated to working with the UK insurance industry
for the past 10 years, with 2014 our best year yet,
breaking all of our previous records. We have worked with
some truly excellent businesses in both the London and
national market. I have been proud to see some of our
clients, who we have worked very closely with, go from
strength to strength knowing that we had a part to play in
helping them secure great talent for their businesses.
What sort of career progression can you
expect in the insurance industry?
The world is your oyster. The insurance industry is
so diverse it can literally offer you anything and
everything that any individual could wish for in their
career. Leadership roles, development roles, service roles,
technical roles, analytical roles, IT roles and many more.
If you have the desire and the passion to push yourself, the
insurance industry will reward you. I have seen individuals
who started out on their careers just 10 years ago now
running, or even owning, multi-million pound
organisations; individuals who have grown to be known
leaders in their field of expertise. Progression within the
insurance industry is 100% limitless.
What type of roles are attracting the
highest calibre candidates?
The insurance industry is a very competitive market.
With that comes a desire to constantly try to
improve and raise the bar in terms of the standards and
quality of individuals each organisation can attract to
their business. What excites me is the desire and the will
to attract the industry’s next leaders. Companies that
don’t just look for a bum on a seat, but who assess
individuals on their potential, developing them into
leaders. And I have to say the calibre of candidate for
these future leadership roles is exceptional.
How important is the prospect of
training and advancing skills to
candidates when they apply for roles?
Very. Competition among candidates for new roles is
as high as ever, so you need to place yourself in the
best possible position you can. Educating yourself is vital.
Things such as how to write a CV, a covering letter,
interview techniques, examples of interview questions, the
do’s and the do not’s. Being prepared is something we take
very seriously to give each individual the best chance of
landing that perfect role. This year we will launch Lawes
TV, an interactive online service providing every last detail
you will ever need when applying for a new position.
If you have drive, the
industry has rewards
Steven lawes,
Managing Director,
Lawes consulting
group
Q&A
‘safe but dull image’ with young
recruits – both graduate and
school-leaver – is to promote
the opportunities it
is increasingly offering in
areas such as data sciences,
digital technology and social
media, argues BGL capability
director Jo Moxon, which
offers both graduate and
apprentice programmes.
“The talk about there being a
‘war for talent’ feels like it’s
been on a loop for some years
now. So let’s stop complaining
about scarce skills and let’s get
creative about filling some of
those gaps,” she says.
“One way for the industry to
refresh its image is to look at
how we can use data sciences
and digital technology better to
really make advances in how we
treat our customers and to make
products more tailored for
customers,” she adds.
Customer experience
Leathwaite recruitment firm
partner Richard Buckingham
agrees. “A lot of insurers are
becoming much more aware of
the customer data they have
and how they can use that to
create a better customer
experience, how they can sell to
customers better, how agents
can add value,” he says.
“A lot of CFOs are looking at
their business performance and
analytics teams, how they can
support the business better. I
think we will continue to see a
focus on newer digital and data
roles as well as on areas such as
cyber security,” he says, adding
that regulatory changes such as
Solvency II have also increased
demand for regulatory and
analytics specialists.
The need to attract
technologically savvy,
innovative graduates from other
industries was identified by
Deloitte in its ‘Recruiting
beyond the Risk Averse’
research. Deloitte head of
financial services insight
Margaret Doyle says the
industry could also be more
proactive on campus and work
harder to present itself as
attractive for women.
“To improve the image of
insurance careers, insurers
should consider building their
profile on school and university
campuses. In particular, they
should explain the vital purpose
of insurance and its societal
importance, the differences
between life and general
insurance and the large variety
of roles in insurance,” she says.
“Crucially, the industry
should modernise graduates’
perceptions of insurance. For
example, insurers should
address outdated perceptions
that insurance is male-
dominated by pointing to
women role models, including
those at the top of the industry,
but also women at mid-level
doing interesting and varied
jobs,” she adds.
Onboarding talent
Finally, while bespoke graduate
schemes will generally offer a
wide range of rotations and
training and development
opportunities, the industry
often falls short when it comes
to “onboarding” or nurturing
and integrating directly hired
new talent, argues Idex
Consulting managing director
David Carr.
“How companies onboard
people is quite a significant
factor. It is about setting
realistic expectations from day
one and looking after them
from a bonus perspective
too,” he says.
insurancetimes.co.uk
Insurance sheds ‘dull’ image to
lure young talent [21/10/14]
‘The talk about there
being a war for talent
feels like it’s been on a
loop for years. Let’s
stop complaining about
scarce skills and let’s
get creative about filling
some of those gaps’
Jo Moxon, BGL