Discussions about talent often focus on long-term strategies and programs designed to create sustainable pipelines that meet the future needs of businesses.
One common approach is to focus on early careers, raising awareness of insurance as a career choice among students and graduates, increasing the pool of new entrants into the industry. Another effective approach is to develop existing talent through targeted internal capability initiatives which deliver benefits for both retention and engagement. While these strategies are effective for long-term success, businesses often face the challenge and time pressures of filling immediate skill gaps with experienced and specialist talent.
During times of talent shortages, critical business growth and inflation crises, businesses can’t afford to wait for talent to emerge from within the industry. This creates the need for a different approach to talent acquisition, expanding the search beyond the existing network of industry professionals.
Filling critical roles isn’t just about speed, it’s about standing out. Today’s talent is looking for purpose, growth and a culture that resonates. By rethinking how they attract and engage people, businesses can turn hiring challenges into opportunities to showcase what makes their business truly exceptional.
Here are four key ways to help businesses look beyond the usual paths to uncover talent.
Businesses within the insurance industry have made significant strides in developing compelling EVPs. A successful EVP evolves both organically and intentionally, but above all, it must be authentic.
To really stand out, businesses need to ensure their EVP isn’t just a promise, but a lived experience. When every touchpoint, from onboarding to career development, reflects the values and opportunities outlined in the EVP, it becomes a catalyst for transformation, elevating both the employee experience and the industry's reputation. By crafting an EVP that highlights purpose-driven work, inclusive leadership and a commitment to innovation, businesses can position themselves as businesses of choice, not just within the insurance industry, but across the broader talent market through changing the perceptions of what a career in insurance looks like.
The future of insurance lies not only in its products but in its people, and a compelling EVP is the key to unlocking that potential.
To stay competitive in the ever-changing talent landscape, businesses must expand their recruitment strategies beyond traditional channels.
Relying solely on familiar pipelines like industry-specific job boards or internal referrals limits access to diverse skill sets and fresh perspectives. By reaching out to non-traditional platforms, cross-industry talent pools and creating targeted campaigns, businesses can engage candidates who might not have previously considered a career in insurance. This approach allows businesses to tap into a broader range of experiences and capabilities, fostering innovation and resilience within their workforce. Additionally, it helps reshape the industry's image as dynamic, inclusive and future-ready.
To meet the demands of immediate recruitment and skills gaps, businesses in the insurance industry must embrace fresh perspectives and recognise the value of transferable skills. Limiting recruitment to candidates with direct insurance experience can overlook individuals who bring innovative thinking, adaptability and expertise from other sectors - qualities that are increasingly vital in a rapidly changing business environment.
Skills in areas such as technology, customer experience, data analytics and change management are highly applicable and can enrich the industry’s capabilities. By expanding their criteria and embracing diverse professional backgrounds, businesses can cultivate a more dynamic, inclusive and resilient workforce that is better equipped to meet changing customer needs and drive long-term growth.
At DUAL, we’ve seen incredible success where new employees have joined from outside the insurance industry and they’ve brought unique experiences and fresh perspectives that have positively impacted our culture and how we do business.
We’ve applied a similar approach to our internal talent strategy, where lateral and cross-functional career moves are encouraged and highly supported, creating ongoing success stories of where our team started and where they are now.
Our EVP isn’t just words on a page. It reflects our culture, highlighting our connection with peers and the communities we operate in, our creative approaches to client engagement, and our people-first benefits.
For all businesses, building the right team requires a mix of strategies. A clear EVP, a wider approach to recruitment and openness to different backgrounds all make it easier to meet immediate needs while strengthening the workforce for the future. Businesses that do this can fill critical roles and create a team that is adaptable, capable and ready for what comes next.
Ready to take the next step in your career? Explore opportunities at DUAL.
Whitney Ignatiadis
Head of Human Resources & People
E: wignatiadis@dualasiapacific.com