{"id":33310,"date":"2025-09-19T10:03:02","date_gmt":"2025-09-19T00:03:02","guid":{"rendered":"https:\/\/www.fuserecruitment.com\/?p=33310"},"modified":"2025-10-21T10:26:09","modified_gmt":"2025-10-20T23:26:09","slug":"attract-engage-retain-talent-solutions-for-the-evolving-insurance-industry-webinar","status":"publish","type":"post","link":"https:\/\/www.fuserecruitment.com\/blogs\/attract-engage-retain-talent-solutions-for-the-evolving-insurance-industry-webinar\/","title":{"rendered":"Attract, Engage, Retain: Talent Solutions for the Evolving Insurance Industry Webinar"},"content":{"rendered":"

Held August 2025<\/span><\/b>
\nSpeakers: Aaron White<\/a>, Team Leader, Insurance and Madeleine Martin<\/a>, National Manager, Insurance<\/span><\/p>\n

Guest Speaker: Benjamin Whitfield, Global Talent Acquisition Leader at Marsh McLennan.<\/span>\u00a0<\/span><\/p>\n

Fuse Recruitment\u2019s recent webinar, <\/span>Attract, Engage, Retain: Talent Solutions for the Evolving Insurance Industry<\/span><\/i>, explored how candidate expectations and employee engagement are changing under the weight of a multi-generational workforce and what retention strategies are genuinely effective. Aaron White and Madeleine Martin, along with special guest Benjamin Whitfield, gathered to discuss how the insurance industry must evolve to attract, engage, and retain talent in today\u2019s shifting landscape.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Current Statistics & Challenges<\/span><\/b>\u00a0<\/span><\/h2>\n

SEEK data show the insurance workforce is down <\/span>7.7% year-after-year<\/span><\/b>. Each filter we add, location, level of experience, role type, shrinks the candidate pool significantly. Employers must think more broadly about what \u201cfit\u201d means if they want to tap into more potential. With this information, Aaron White poses the question \u201cHow do you appeal to the much larger pool of passive candidates who aren’t applying but might be open to a conversation?\u201d<\/span><\/p>\n

Candidates are doing their homework more than ever, and their values have shifted. It\u2019s no longer just about salary, people want alignment with values, mission, and purpose. This key shift to values alignment and autonomy now often carries as much, if not more, weight than base pay. Candidates are wanting meaning and purpose in their roles.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

How to Appeal to Candidates<\/span><\/b>\u00a0<\/span><\/h2>\n

1. Build a strong digital footprint<\/span><\/b><\/h4>\n

Your online presence (company website, social media, employer reviews, digital content) needs to show who you are, your values, culture and mission. It helps attract people who care about more than just a pay check.<\/span>\u00a0<\/span><\/p>\n

2. Make benefits upfront<\/span><\/b><\/h4>\n

In job descriptions and interviews, clearly articulate what you offer beyond salary. Benefits such as flexibility, wellbeing support, alignment of values and growth opportunities. Transparency wins trust.<\/span>\u00a0<\/span><\/p>\n

3. Leverage employee recommendations<\/span><\/b><\/h4>\n

Word-of-mouth remains powerful. Former and current employees who are genuine brand ambassadors can sometimes be more persuasive than formal marketing.\u00a0<\/span>\u00a0<\/span><\/p>\n

4. Display a strong work culture<\/span><\/b><\/h4>\n

What\u2019s the daily experience like? How do people feel coming to work or logging in? Highlight what makes your workplace a talking point, not just what you do, but <\/span>how<\/span><\/i> you do it. Benjamin Whitfield strongly suggests that you \u201ccreate a <\/span>culture where people want to be a part of your organisation\u201d.<\/span>\u00a0<\/span><\/p>\n

5. Show you see people as people<\/span><\/b><\/h4>\n

Acknowledging employees as individuals. Their family lives, their ambitions, their wellbeing makes a big difference. It\u2019s more than perks; it\u2019s respect, trust, and care.<\/span>\u00a0<\/span><\/p>\n

\u00a0<\/span><\/p>\n

The Employee Journey: Engagement & Retention<\/span><\/b>\u00a0<\/span><\/h2>\n

Employee Engagement & Retention<\/span><\/b>\u00a0<\/span><\/h4>\n

Engagement is now one of the most discussed priorities in business. But its meaning differs depending on generation, role, and personal values. Some studies that we looked at show that highly engaged teams see 21% higher profitability so it\u2019s important to look at the complete employee experience.<\/span>\u00a0<\/span><\/p>\n

Emotional Commitment<\/span><\/b>\u00a0<\/span><\/h4>\n

It\u2019s not enough for employees to do their work. They need to feel aligned with purpose, values, and company culture. When that happens, retention improves.<\/span>\u00a0<\/span><\/p>\n

Motivation: From Perks to Purpose<\/span><\/b>\u00a0<\/span><\/h4>\n

Especially among younger generations, employees want deeper meaning. Perks are nice but purpose drives loyalty. Flexibility is no longer optional, it\u2019s expected. Marsh McLennan has flexibility as one of their core attraction strategies. What matters is how flexibility is delivered as trust-based and outcome-oriented working often provide more engagement than \u201chours at the desk.\u201d<\/span>\u00a0<\/span><\/p>\n

Mental health & wellbeing are top of mind as perks mean little if people are feeling burnt out and undervalued. To improve mental health and wellbeing in the workplace:<\/span>\u00a0<\/span><\/p>\n