No longer just an ominous warning for the future, the long-predicted war for talent is here. The insurance industry—in particular—has been hard hit by the emerging talent crunch and insurers are now faced with more openings than potential professionals. The result is a candidate’s market.
The chips and dip are plated, the big screen is fired up and the chili is ready to go. You may think you’re all set for the big game, but are you missing something critical?
When it comes to watching the Super Bowl, nine out of 10 viewers will be viewing the game from the comfort of their own homes. While this may seem like the safest place to enjoy the show, hosting a Super Bowl bash comes with its fair share of potential insurance claims.
The talent market within the industry is evolving at a rapid pace. Insurance organizations face an increasingly challenging labor market, a growing talent shortage and rising turnover rates. Is your company prepared?
It is my pleasure to introduce a guest blogger for this latest post. My brother and co-chief executive officer Greg is head of The Jacobson Group’s executive search team. His insights into evaluating executive candidates are worth a read. Enjoy…
Does your organization have a positive public persona, or does your company’s image fall short? In today’s increasingly competitive labor market, having a strong, public brand is critical to attracting young professionals. In fact, 75 percent of job seekers consider a company’s brand before they even submit an application. Conversely, 72 percent of recruiting leaders view branding as a critical driver of their ability to attract and hire top talent.