Entering 2022, we mark nearly two years of adapting to the effects of the COVID-19 pandemic. Shifting employee expectations and long-term virtual and hybrid work environments, along with a tight labor market, will all impact how insurers approach their talent strategies in the new year. Below are a few of the key trends we’re anticipating. To read more, download our complete 2022 Insurance Talent Trends Guide.

As catastrophe season continues, insurers are responding to recent devastating events while also preparing for what the next few months may bring. The year has already seen hurricanes, earthquakes and wildfires, meaning the ability to adapt to increased workloads has become a vital part of insurers’ claims management strategies.

As we move through the second half of 2021, insurers’ employment outlooks remain strong. Our recent Q3 2021 Insurance Labor Outlook Study, conducted in partnership with Aon plc, found 93% of insurers plan to increase or maintain their headcounts in the next 12 months.

There’s currently a severe talent shortage across all industries and insurance is no exception. Despite the pandemic, the insurance carriers and related activities sector has added nearly 16,000 new jobs since March 2020 and has continued to experience a low unemployment rate, according to the Bureau of Labor Statistics. One of the areas where the talent shortage is highly noticeable for many insurance organizations is underwriting.

As hiring managers evolve their recruiting processes to accommodate today’s primarily virtual work environment, they must also account for employees’ changing needs. Ninety-six percent of HR leaders say creating a great employee experience is becoming increasingly important, impacting not only retention, but the organization’s bottom line. However, exactly what individuals desire from a company is shifting, especially in light of COVID-19.