January is around the corner and most individuals are reviewing their professional goals and development plans for the coming year. In the past, these annual goals may have been linear and inspired by natural paths for career progression. However, the events of the past year have made it apparent the focus should shift to more agile goals and account for a professional reality that continues to blur into personal responsibilities and home life.
Welcome to the Age of Zoom! It’s likely your day now includes at least one – if not back-to-back – video calls. The use of Zoom has increased more than any other brand during the pandemic. In this new way of doing business, the ability to make a virtual impression and build relationships through a screen is an increasingly valuable art and a skill to be cultivated.
Mentorships can play a valuable role in all stages of your professional journey. Whether these relationships are developed through formal programs or more casual arrangements, gaining insight and perspective from mentors who excel in certain areas, have navigated similar situations or have overcome comparable challenges is invaluable. Mentorships can provide you with the clarity and confidence you need to make pivotal career decisions, take on new responsibilities or build key skills.
Now that organizations have been operating virtually for a few months, some of the initial novelty has worn off. Professionals are settling into their home offices and adopting new norms and expectations for operating in the current state of business. As the remote work environment becomes commonplace, it’s important to revitalize your role in propelling your organization’s corporate culture.
This post is part two in The Jacobson Group’s Insurance Careers Month 2020 video series. The series features our own Millennial bloggers providing their insider perspectives into why insurance is a great career choice and how to get started in the industry. In this installment, Shelby Kling, senior marketing communications coordinator, shares how to write an effective resume. This video was originally posted on our Jacobson Journal blog in 2018, when Shelby was assisting our executive search practice, and these tips still hold true today.
As a recruiter, I commonly get questions from candidates at all career levels around how they can improve their resumes. What should be included? How should employment gaps be handled? How can they best stand out from other well-qualified individuals?
Interviewing for a new job often feels overwhelming. Unfortunately, that stress can show when you talk with a recruiter or hiring manager, leaving a less-than-perfect first impression. And though we’re currently in a candidate-driven market, you still need to outshine other individuals if you want to land your dream job. As a recruiter, I’ve interviewed hundreds of insurance professionals seeking to further their careers and I have identified several behaviors that set candidates apart. Here are my top five tips to help ease your stress and ensure you walk into your next interview prepared and ready to impress.
The insurance industry is evolving at a rapid pace and new ideas, tools and technologies abound. In today’s volatile climate, an ongoing commitment to learning and professional development is crucial to stay competitive; however, formal programs are often catered more to young professionals who are starting out in their careers. While continual growth and improvement is important at all career stages, seasoned employees often have to be intentional about seeking out these opportunities. If you’re more tenured in your career, there are a few best practices for continuing to grow professionally and remaining relevant now and in the future.
Topics: Professional Development
Many people on the job hunt think they should take a break during the holidays because “no one is hiring,” but that couldn’t be further from the truth. Just as you’re able to take some time to think about your next professional steps, insurers often use this slower season to strategize on hiring needs.
There’s a new ghastly trend running rampant among job seekers. Within the past couple years, ghosting has become a common occurrence, with 83 percent of employers reporting they’ve been ghosted by a candidate. Originally a term reserved for the dating world, ghosting has expanded into the professional realm. Loosely defined, it describes a person not showing up or becoming unreachable—with no notice, explanation or follow up—at any point in the employment process. This could mean skipping interviews, stopping communication with recruiters and hiring managers, or even neglecting to show up for a first day of work.