Competing with intention: Solving insurance staffing needs
There's one employee benefit firms can easily offer that attracts both millennial and boomer talent.
Don’t look now, but filling those vacant positions within your agency or company is about to become much harder.
With the boomer generation of veteran workers already exiting the labor force, that exodus is about to become more pronounced. According to the Bureau of Labor Statistics, there are expected to be more than 200,000 open positions in the insurance industry by 2022.
That means in just three short years, you may have an even more difficult time finding enough staff to run your insurance operations.
Even more disconcerting is this: Millennial job seekers simply aren’t interested in pursuing a career in the insurance industry. A recent survey from The Hartford shows that just 4% of millennials would consider insurance as a career option.
So, if your firm can’t attract new talent and the veteran talent is retiring, how can you compete/?
Actually, the answer is in what you offer to your employees. Benefits and pay aside, many employees, both millennial and retiring workers, are looking for a benefit you can give rather easily — the ability to work from home.
In fact, that same survey by The Hartford reveals that 43% of millennials want flexible work options, which include work-at-home arrangements. And the Boomer generation is no different — the average telecommuter is 45 years of age or older.
The widespread appeal of working from home has benefits for workers — savings on commuting, car repairs, dry cleaning, eating out, and more. But the benefits to companies are even more pronounced.
A remote worker gets more done.
Several studies show that remote workers are significantly more productive than their in-office counterparts. An Indeed survey reveals that 58% of workers believe they are more productive working remotely: A fact that 72% of employers confirm.
A remote worker is a happier worker.
Remote work options make for more satisfied workers. In fact, the Indeed survey found that 52% of employers say morale is improved and employee turnover has been reduced as a result of offering remote work. Not only that, but 50% of employers also report that remote work has reduced absenteeism.
A remote worker sticks around.
Employees who work from home gain a better sense of work-life balance. In a study conducted by Stanford University, a call center in China reduced its attrition rate by 50% simply by offering remote work.
A remote worker costs less.
All of these perks add up to a healthier bottom line. A Global Workplace Analytics study found businesses can save more than $110,000 per employee per year from lower real estate and utility costs as well as lower absenteeism and turnover and higher productivity. In fact, the study found that if 50% of employees with telecommuting-compatible jobs worked from home even half the time, the economic benefit to businesses could easily top $700 billion a year.
Also, states are beginning to incentivize companies to at least try telecommuting. Some states, such as Georgia, Oregon, and Virginia, are offering financial incentives to companies adopting telecommuting. Other states offer free training to companies willing to try telecommuting.
A remote worker means an expanded talent pool.
Remote workers do not have to be local. Instead of trying to make local candidates fit a very specific set of criteria, firms can expand their search to include candidates from nearly anywhere. With no geographic boundaries, firms can locate the right fit. And because employees are eager to work in remote positions, those employers who adopt a remote employment model can attract more job candidates than their competitors.
A remote worker keeps the knowledge on the job.
Because so many veteran employees are working remotely, it makes sense to help your retiring or retired employees either transition into a remote position or supplement their retirement income. Doing so means your company can keep their decades of experience working for you; can tap into mentorship potential, allowing younger employees to onboard faster, and; maintain the same level of satisfaction your customers deserve.
Using work-from-home arrangements to help solve all or part of your staffing needs can deliver a number of benefits. Companies can improve productivity, increase employee retention, and drive down employment-related costs. Yet perhaps the best benefits are that remote workers allow your company to get a leg up on meeting growth or expansion goals and competing much more effectively in a highly competitive market.
Sharon Emek, Ph.D., CIC, is the founder and CEO of Work At Home Vintage Experts (WAHVE). WAHVE is an innovative contract talent solution that matches retiring, experienced career professionals with a company’s talent needs. WAHVE bridges the gap between an employer’s need for highly skilled professional talent and seasoned professionals desiring to extend their career working from home. From screening to placement, WAHVE is a comprehensive solution to qualifying, hiring, and managing experienced remote talent. Opinions expressed here are the author’s own.
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