The insurance industry is way behind the times. There are no opportunities for me to advance my career. It’s a stale industry that fails to embrace change.

We’ve heard it all before.

The talent market image of the insurance industry is not a very positive one. Many individuals view insurance as an out-of-date, antiquated labor market that offers little room for growth. As such, recruiting talent, at all levels, is extremely challenging. As the industry continues to see low unemployment rates, a greying workforce and an increasing demand for talent, recruitment is only going to get more and more difficult.

You dedicated time to create a welcoming and enticing work environment. You have positioned your company as innovative and cutting-edge with social media and new technologies. You have embraced a fresh company culture that is appealing to young talent. You have worked hard to attract the younger generation into your organization. Now what?

With 60 percent of Millennials expected to leave their employers within the first three years, what can organizations do to keep these future leaders engaged?

The insurance industry is aging. According to the Bureau of Labor Statistics, nearly 50 percent of the industry workforce is older than 45 and only 26.67 percent of employees are under the age of 35.

In order to prepare for the future and successfully build a bench of bright, young talent, insurers must focus on engaging and recruiting young professionals and recent college graduates, yet recruiting this emerging group of talented individuals is challenging. The Wall Street Journal ranked insurance 97^th out of the 100 most desirable industries for college graduates. The insurance industry is seen as behind the times and offering little in terms of career development. Young professionals are looking for an industry that is fresh, exciting, edgy, modern and trendy—and insurance is falling behind.