Blog

Nearly one in three employees work in the public sector in Scandinavia, one in five in France, and around 15% in the United States and the United Kingdom (OECD). All employees, permanent and contractual, hold a position within the civil service of the State, a local authority, or public health establishments. The civil service plays an essential role in the proper functioning of the country and in meeting the needs of citizens. To maintain an efficient and high-quality public service, it is essential to recruit and retain competent and motivated civil servants. In this context, the importance of soft skills and the use of psychometric tests for the recruitment and mobility of agents are major issues, as evidenced by Jérôme Iborra and Sybille Michelet Zumtangwald, with their experience in the sector as HR consultants at Pearson TalentLens. 

 

The evolution of the public sector

Recent changes

Jérôme Iborra has been working in the French state civil service sector for 10 years and observes that "some administrations are having difficulty filling vacant positions". He emphasizes the importance of a fast and reliable selection process to keep candidates interested. Sybille Michelet Zumtangwald has been working for five years in the French local civil service sector and notes a significant evolution in the support of agents. "HR teams are integrating more and more tools to save time and optimize their processes."

Current challenges

The main challenges faced by HR professionals in the public service for Sybille are to "find candidates and retain them in their regions once selected". Jérôme adds that "the sustainability of candidates in the job is also a major challenge. The less advantageous salary scale than in the private sector and the lack of recognition are obstacles to the attractiveness of the public sector, which is nevertheless sought after for job security but also for the opportunities for professional development and change of activity that it offers."

 

The Importance of Soft Skills in the Public Service

Key soft skills

Communication, teamwork, problem solving, adaptability, stress management, creativity, initiative, ethics and integrity, soft skills have become essential in the public service. These behavioral skills allow officers to better interact with citizens and adapt to changing challenges in the sector.

The impact of the lack of soft skills

The lack of soft skills can significantly influence the quality of public services. Communication difficulties or insufficient collaboration between agents can affect the service provided to the public. Similarly, failure to consider problem-solving and critical thinking skills can complicate decision-making and impact productivity. An unfavourable working environment can also contribute to stress and burnout, which can result in a higher rate of absenteeism and higher turnover.

 

The use of psychometric tests

For recruitment

Jérôme recalls that in France "the selection processes are governed by ministerial decrees" and specifies that psychometric tests are particularly used for recruitment of professions related to the carrying of weapons. Sybille nevertheless recommends the PfPI Personality at Work Inventory or the SOSIE 2nd Generation personality and value inventory "to evaluate agents of all categories", as well as the DAT™ Next Generation battery of intellectual skills  "to select verbal, numerical and spatial tests according to the job profile".

For mobility and career development

To support mobility and promote career development, Sybille recommends the Which Career For Me: Professional tool which measures the motivations, motivational satisfaction and professional interests of agents. "It makes it possible to make agents actors in their professional project and to co-construct action plans with them. Which Career For Me: Professional can be used to support the mobility of agents, whether voluntary or imposed (redeployment for unfitness for the job), internally or externally, or even to the private sector. Also, internally, at the time of professional interviews to refine an agent's professional choices." "Many career mobility advisors are very satisfied with the Which Career For Me: Professional solution," says Jérôme. It has also been adapted in France to the civil service by integrating the "category" criterion and the common directory of the three public services proposed by the General Directorate of Administration and the Civil Service (DGAFP) in 2024. 

"The PfPI and TD-12 personality inventories are also used jointly by a French administration's high potentials department to carry out assessments and propose personal development plans," adds Jérôme. 

Finally, "the 360° feedback method with the Talent Zoom questionnaire is an effective solution for the development of managerial skills," he adds

 

Integrating the assessment of soft skills, motivations and professional interests by integrating psychometric tests into the recruitment and career management processes of civil servants contributes to strengthening the quality of public service and citizen satisfaction.

read more

The increasing integration of artificial intelligence (AI) and automation across many industries is transforming the way we work. However, despite technological advances, some Human Skills remain irreplaceable and continue to play an important role. The World Economic Forum's (WEF) Future of Jobs Report 2025 does not fail to point out that today, "47% of job tasks are performed primarily by humans, 22% primarily by technology (machines and algorithms) and 30% by a combination of both." Let's first define the notion of "human skills". Then, let's review the human skills that are essential for work and increasingly coveted by recruiters.

 

What do we mean by "Human Skills"?

Human Skills, otherwise known as "transversal skills", "behavioural and relational skills" or "soft skills", are personal and interpersonal qualities that influence the way a person interacts with others and adapts to their environment. They encompass everything related to our adaptability, our communications, our decision-making, our creativity and our management of emotions. These "interpersonal skills", as opposed to "know-how" skills, also known as "technical skills" or "hard skills", far from being innate, are cultivated and acquired throughout life. They contribute to our personal and professional development.

 

Essential Human Skills in the age of AI and automation

In the context of the rise of AI and automation, certain human skills are proving to be particularly useful at work. Here are the reasons:

1. Critical Thinking and Complex Problem Solving: Machines and algorithms can process large amounts of data and perform repetitive tasks, being able to analyze complex situations and question themselves remains an essential human skill. Critical thinking, defined by the ability to approach a situation in a factual and rational way and to consider it from multiple angles while separating facts from opinions, prejudices and intuitions to gain discernment, objectivity and efficiency in our decision-making; brings real added value. It allows you to ask the right questions, evaluate different perspectives and solve problems in innovative ways. 
2. Emotional Intelligence: Being able to understand and manage one's own emotions, as well as those of others, helps facilitate interactions and build strong relationships. Skills in communication, empathy, relationship management are valuable assets in many fields such as services, management or human resources. Emotional intelligence plays a big role socially and allows us to make decisions that consider human feelings and motivations. 
3. Creativity and Innovation: AI can generate ideas based on existing data. Creative and innovative ideas, on the other hand, come from human ingenuity. The ability to think outside the box and propose new solutions is at the root of innovative projects and the design of disruptive products and services.
4. Adaptability and Flexibility: Technological advances are transforming the work environment. The ability to continually adapt to change, learn new skills and evolve as needed is a great advantage.
5. Interpersonal skills and collaboration: Working effectively in a team, communicating clearly, resolving conflicts, and collaborating intelligently with others encourages good cooperation. This collective human dynamic is at the origin of harmonious and productive interactions.
6. Ethics and Judgment: Ethical decisions and moral judgments require a deep and nuanced understanding of social and cultural contexts, as well as careful thinking about impacts and consequences. Humans are needed to ensure that technologies are used responsibly, also to interpret all data, take into account all parameters and make decisions that respect societal values and norms. 
7. Leadership and Influence: Machines cannot replicate the leadership skills needed to motivate, inspire, and guide teams toward common goals. To lead or manage effectively and carry out projects, charisma, the ability to influence and mobilize others are great human qualities.

 

Although AI and automation continue to advance, transforming the job market, and bringing significant benefits in terms of efficiency and productivity; human skills such as critical thinking, emotional intelligence, creativity, adaptability, ethics, leadership, and collaboration remain indispensable. They make the difference by complementing the contributions of advanced technologies. Often more subjective and less tangible than technical skills, it is very important to be able to evaluate them. Our psychometric tests (personality inventories, intellectual ability and critical thinking assessment tests, motivational and professional interest questionnaires, 360° questionnaires) allow you to do this objectively and with great precision.

read more

Faced with today's recruitment challenges in the public sector - be they budgetary constraints, complex administrative processes or a perceived lack of attractiveness - HR professionals need to adopt innovative strategies. Discover below some practical solutions for modernising and optimising these practices, based on five key strategic areas. By discovering these methods, HR managers will not only be able to respond more effectively to the needs of their organisation, but also attract and retain the right talent for the public service.

read more

At a time when human skills are playing an increasingly decisive role, the importance of soft skills in public sector recruitment is becoming clear. When recruitment processes are often longer and career prospects are limited, interpersonal skills such as communication, empathy and critical thinking are becoming essential assets in guaranteeing a high-quality public service. Discover the infographic below to find out how these soft skills can transform recruitment practices and help overcome today's challenges, particularly through the use of psychometric tests.

read more

The manufacturing industry is going through a period of transformation marked by a growing skills shortage and an urgent need to attract and retain skilled talent. The sector faces a number of challenges, including high staff turnover, under-representation of women and an ageing workforce. By optimising recruitment and skills development processes, it is possible not only to improve employee retention, but also to encourage innovation.

read more

Public sector entities aim to benefit all by ensuring the well-being and satisfaction of the population's needs. Unlike private enterprises, they do not seek profit but prioritize the efficiency and quality of their services. As highlighted by Fiona Ryland, Government Chief People Officer (UK) '[The Civil Service's] values of honesty, integrity, impartiality and objectivity are the bedrock of its success - as is its commitment to always aiming higher...We must therefore go further to realize a Civil Service that is more efficient and effective in delivering vital public services, and more skilled, resilient and responsive in the face of a rapidly changing world.' Soft skills have become essential in public sector hiring processes. Complementing hard skills (technical abilities), these behavioral, interpersonal, and relational skills—often referred to as soft skills—are now highly sought after by public sector employers. These skills enhance the agility and performance of public administrations and services.

 

Key Soft Skills in the Public Sector

Here are the crucial soft skills needed for working in the public sector:

• Communication: The ability to express oneself clearly, both verbally and in writing, actively listen, and tailor messages to different audiences.
  
• Teamwork: Effectively collaborating toward common goals, sharing information, offering support, and avoiding conflict.
  
• Problem-Solving: Identifying problems, analyzing their causes, and proposing solutions while adhering to procedures (regulations, laws, hierarchical levels, and necessary documentation).
  
• Adaptability: Adjusting work methods and processes in response to new managerial practices, directives, or regulations.
  
• Stress Management: Staying calm under pressure, managing time and emotions, and maintaining mental health.
  
• Creativity: Demonstrating originality and inventiveness, even within a structured and regulated work environment.
  
• Initiative: Taking the lead, assuming responsibilities, and proposing projects.
  
• Ethics and Integrity: Upholding the rules and values of public service, acting with impartiality and transparency within the hierarchical framework typical of the sector.

 

Common Issues Arising from a Lack of Soft Skills in the Public Sector

The absence of soft skills in the public sector can significantly impact the quality of services offered to citizens, the efficiency of administrations, and the well-being of employees.

• Impact on Public Service Quality: Poor communication, a lack of understanding of user needs, and ineffective collaboration among staff can degrade the quality of services provided, leading to frustration, dissatisfaction, and complaints.
• Impact on Administrative Efficiency and Performance: Conflicts between staff, inadequate problem-solving abilities, and a lack of critical thinking can lead to poor decision-making and reduced productivity. Insufficient adaptability, creativity, and collaboration can stifle innovation, limit the administration's ability to address new challenges, and hinder their response to evolving citizen expectations.
• Impact on Employee Morale and Well-being: A negative work environment, marked by conflicts, poor communication, lack of recognition, feedback, and career development prospects, can cause stress, anxiety, and burnout among employees. This leads to higher absenteeism and turnover rates, weakening the expertise and continuity of public service.

 

Strategies for Assessing and Developing Public Sector Employees' Soft Skills

Incorporating soft skills into the recruitment, mobility, evaluation, and skill assessment processes of public sector employees is crucial.

Using Psychometric Tests for Objective and Standardized Soft Skill Assessment:

• Personality Inventories: These assess the behavioral tendencies and interpersonal characteristics of employees.
  
• Cognitive Ability Tests: These measure verbal, numerical, and spatial skills, problem-solving abilities, critical thinking, and learning potential.
  
• Motivation and Interest Questionnaires: These are useful for skill development and exploring new career paths.

Developing Soft Skills through:

• Specific Training and Workshops: Focused on the soft skills in demand within the public sector.
  
• Coaching: To identify strengths and areas for improvement, set goals for developing lacking soft skills, and create a personalized action plan.
• Mentoring: To facilitate experience-sharing and learning between seasoned and novice employees.

 

By valuing, assessing, and continuously developing the soft skills of its employees, the public sector can enhance its overall performance, boost public satisfaction, and contribute to a more modern, effective public service that meets the needs of the populations it serves.

read more

The insurance sector is facing major HR challenges, compounded by an ageing workforce and a perceived outdated image. With 400,000 professionals nearing retirement, attracting and retaining new talent is essential. Yet only 4% of Millennials are considering a career in the sector, exacerbating the skills shortage. To remain competitive, companies need to modernise their image, promote innovation, and offer attractive benefits, while using tools such as psychometric testing to optimise their recruitment process.

read more

The banking and finance sector is facing significant HR challenges due to the rapid evolution of the industry and the increasing adoption of AI. By 2024, 87% of banking executives expect major change, but more than half don't feel prepared for it. Furthermore, 65% of financial services employees believe their business will not survive a decade on its current trajectory. An HR approach focused on skills such as critical thinking and an agile organisational structure are essential to attract, recruit and retain the talent needed to adapt and grow in this changing sector.

read more

In an industry that faces many challenges, diversity, equity and inclusion (DE&I) are essential in the healthcare sector, where 64% of professionals are white, 20.6% Asian, 6% Hispanic and 5.7% African-American. A DE&I policy improves the quality of care, innovation and financial performance. Yet many organisations have yet to prioritise these initiatives, despite clear benefits such as better clinical decisions and reduced friction. Inclusive and transparent recruitment is crucial to eliminating bias and promoting a fair and high-performing working environment.

read more

In an ever-changing legal environment, companies need to adopt effective strategies to attract and retain the best talent. Recruiting and developing the skills of legal professionals is crucial to long-term competitiveness and success. This guide outlines five essential steps to mastering these processes, enabling legal businesses not only to recruit quality talent, but also to develop and retain them, while optimising their experience as candidates and employees.

read more

In the legal profession, where education, technical skills (hard skills), and experience are equal, what sets apart a good lawyer, paralegal, or other legal professional are their soft skills: behavioral, cognitive, and emotional competencies. A survey conducted by the legal profession community, Village de la Justice, among professionals in the sector (law firms, legal departments, recruitment agencies) revealed that soft skills are as important as hard skills. Let’s review the soft skills that are useful in the legal sector.

 

Soft Skills Specific to the Legal Profession 

Here are the essential soft skills needed to work in the legal sector:

1. Excellent Communication Skills: 
Both oral and written communication are crucial for drafting precise legal documents, explaining complex legal concepts clearly and concisely, and defending arguments convincingly.

2. Analytical and Critical Thinking: 
Conducting thorough research, analyzing and breaking down information from various sources to examine, verify, and identify key points relevant to cases.

3. Problem-Solving: 
Quickly identifying problems and proposing innovative and practical strategies.

4. Emotional Intelligence and Empathy: 
Understanding clients' needs and feelings and providing appropriate support.

5. Ethics and Integrity: 
Adhering to strict ethical standards, showing integrity in all actions, being honest, trustworthy, and fair in relationships.

6. Time Management and Organization: 
Prioritizing tasks and managing a heavy workload efficiently within tight deadlines.

7. Stress Management: 
Handling stress and maintaining high performance in tense situations and under pressure.

8. Teamwork and Collaboration: 
Effectively collaborating with colleagues, clients, witnesses, and other stakeholders. Good interpersonal skills facilitate interactions, build relationships, and promote cooperation.

9. Adaptability and Flexibility: 
Adjusting to new laws, regulations, and jurisprudence. Being flexible and adapting to different client styles in any situation.

10. Negotiation Skills: 
Listening, observing, persuading, controlling emotions, speaking effectively, and being responsive during negotiations.

 

Examples of Cases Where Soft Skills Were Crucial 

1. O.J. Simpson Trial (1995): 
O.J. Simpson's defense team excelled in communication, presenting a compelling narrative and supporting it with precise facts. The lawyers used critical thinking to analyze evidence and highlight errors and inconsistencies in police methods. Creativity and flexibility were essential to overcome legal challenges, and both empathy and media pressure played significant roles.

2. Nuremberg Trials (1945-1946): 
Prosecutors presented clear and convincing evidence of atrocities committed by Nazi leaders. They demonstrated critical thinking by meticulously examining documents and testimonies to build strong arguments. Innovative solutions were needed for legal and logistical challenges, and empathy towards victims was crucial.

3. Charlie Hebdo Attacks Trial (2020): 
Lawyers managed intense emotions and high tensions during the trial of the alleged accomplices of the terrorists responsible for the Charlie Hebdo attacks. Flexibility and adaptability were required due to COVID-19-related interruptions, necessitating constant adjustments in judicial procedures.

 

Tools for Assessing Soft Skills in Legal Professionals 

1. Personality Inventories: 
These tools assess personality traits, including interpersonal characteristics (leadership, sociability, cooperation, empathy), emotional management (stress resistance, flexibility/adaptability), work approach (reliability, detail orientation, regulation compliance, effort/persistence, initiative), and thinking style (innovation, analytical reasoning, independence).

2. Cognitive Ability Tests: 
These measure verbal, numerical, and spatial skills, as well as the ability to solve complex problems and learn easily. The WATSON-GLASER™ III is notably used by law firms to assess critical thinking, essential for verifying the truthfulness of obtained information.

Soft skills differentiate and enhance the profiles of legal professionals. Continuously evaluating and developing soft skills is necessary for predicting and encouraging performance and contributing to both professional and personal fulfillment in the legal sector. 

read more

The technology and IT services industry (Tech & IT) is at the heart of global innovation and is growing rapidly. However, this expansion is accompanied by major challenges, particularly in terms of human resources management. Let's take a look at the main obstacles faced by companies in this sector and the strategies proposed to overcome them.

read more

Faced with a talent shortage crisis, effective recruitment in the manufacturing industry requires an approach structured around eight key steps. From the precise analysis of specific needs to the implementation of a personalised onboarding process, each stage aims to attract and integrate the best-qualified talent for each position.

read more

The retail sector faces major challenges in attracting and retaining the best talent, with a staff turnover rate of 60%. This infographic outlines the main reasons why employees leave, such as lack of flexibility and insufficient remuneration, and proposes solutions, including the use of psychometric tests, to improve recruitment and retention. Find out how these tools can align employee profiles with your company's culture and reduce turnover costs.

read more

According to the National Association of Manufacturers (NAM), nearly three-quarters of manufacturing executives believe that attracting and retaining a quality workforce is their main challenge. The talent shortage affects many industrial groups, with 10 million jobs vacant in the sector worldwide.

 

Origins and Consequences of the Talent Shortage in the Manufacturing Industry

The talent shortage can be attributed to several factors:

• Aging Workforce: 51% of jobs in the manufacturing sector are held by employees aged 45 to 65 or older. Experienced workers are retiring, and few young talents are stepping in to replace them.
• Lack of Interest in Manufacturing Careers: The manufacturing industry suffers from a negative image associated with low-paying jobs and difficult working conditions. Only 14% of Generation Z members consider a career in the industrial sector for these reasons.
• Evolving Technologies and Required Skills: Automation and the adoption of advanced technologies (Internet of Things (IoT), artificial intelligence, 3D printing, robotics) are changing the nature of work in manufacturing. Jobs are becoming more specialized, requiring advanced technical and general skills.
  
• Inadequate Education and Training: Training and education programs in the industrial sector are not always aligned with labor market needs, leading to a gap between available skills and those required by employers.
  
• Production Offshoring: The relocation of production to low-cost labor countries has reduced the number of manufacturing jobs in some developed countries and made the sector less attractive.

 

Consequences for Manufacturing Companies

 The talent shortage has significant repercussions for manufacturing companies:

• Decreased Productivity: With fewer skilled workers available, factories struggle to maintain their usual production levels, affecting production timelines, delivery schedules, and customer satisfaction.
  
• Recruitment and Retention Difficulties: Manufacturers find it hard to recruit and retain qualified workers, leading to prolonged vacancies, decreased productivity, and increased costs (loss of revenue, recruitment, and training expenses).
• Increased Labor Costs: To attract and retain skilled workers, wages and benefits are raised, increasing overall labor costs.
• Increased Dependence on Automation: Facing employee shortages, many manufacturers invest in automation, which requires significant capital investment and skilled human resources for proper deployment.
• Safety and Quality Risks: A lack of workers to perform critical tasks (equipment maintenance, quality control) increases the risk of safety incidents or product quality decline.

 

Strategies to Attract and Retain Talent in the Manufacturing Sector

 Manufacturers can use these strategies to attract and retain skilled workers:

• Offer Attractive Working Conditions: Provide fair and competitive salaries, appealing benefits, merit-based reward programs, and flexible work options.
• Provide Training and Personal Development Programs: Help employees acquire new skills and advance in their careers.
• Promote a Safe and Healthy Work Environment: Ensure the well-being and safety of employee.
• Foster a Positive Company Culture: Value, respect, and include employees to enhance their satisfaction and engagement.

 

Best Practices for Developing Manufacturing Team Skills

Here are some effective methods to develop employees' skills in the manufacturing industry:

• Mentorship and Apprenticeship Programs: Encourage skill transfer and create a collaborative working environment between experienced workers and new recruits.
• Innovative Training: Utilize online and on-demand learning platforms, augmented reality (AR), and virtual reality (VR) tools for immersive, real-world scenario training.
• Certifications and Retraining Programs: Enable workers to develop new skills or specialize in manufacturing fields.
• Continuous Improvement and Innovation Projects: Include identifying and solving workplace issues, proposing, and implementing new ideas and technologies.
• Skills Analysis Tools: Evaluate employees' current technical and general skills, identify gaps, and develop personalized training plans to acquire necessary skills. Internationally recognized for over 60 years, the Bennett Mechanical Comprehension Test II (BMCT-II) is particularly recommended in the manufacturing industry to assess mechanical understanding. It evaluates the ability to understand and apply basic mechanical and physical concepts, and the key principles behind the operation, maintenance, and repair of machines. It is suitable for a wide range of professions in mechanics, production, and maintenance, helping to analyze a candidate's or employee's knowledge and logical abilities, and identify those with good spatial perception, mechanical reasoning skills, and an aptitude for learning mechanical processes and tasks.

 

The rapid pace of technological innovation in the manufacturing sector is widening the skills gap. More and more entry-level and intermediate jobs require technical and general skills. It is crucial to identify, evaluate, and develop these skills within the workforce to overcome the talent shortage.

read more

The insurance industry already faces a major challenge in attracting young talent, but retaining staff is also a crucial issue for this sector, where employee commitment and satisfaction are crucial to business success. In this article, we present five effective ways of strengthening talent retention within insurance companies.

read more

The healthcare sector faces many challenges in recruiting and retaining staff, exacerbated by labour shortages and demanding working conditions that can lead to burn out. Attracting and retaining talent is crucial to ensuring the quality of patient care and the smooth running of healthcare organisations. Here are 10 key tips for attracting and retaining talent in this vital sector.

read more

In an increasingly competitive and constantly evolving job market, recruitment in the Tech and IT sector represents a unique challenge. To successfully attract and retain the most qualified talent, it is essential to master the subtleties of this constantly changing field. Discover the 10 essential keys to successful recruitment in this strategic sector, from accurately defining talent requirements to creating an unforgettable candidate experience.

read more

The insurance sector holds significant weight in the financial industry. Its revenues are projected to reach $7.5 trillion globally by the end of 2025. However, it faces a major HR challenge linked to the aging workforce and the looming threat of an unprecedented labor shortage. According to the United States Bureau of Labor Statistics, 50% of the current workforce in the insurance sector will retire in the coming years, leaving over 400,000 vacancies. Therefore, insurance companies must rejuvenate their workforce to remain innovative and competitive in the market. However, the sector does not appeal to the younger generation, who show little interest in pursuing a career in insurance. What strategies can insurance companies employ to attract, recruit, and retain young talent?

Obstacles to the attractiveness of youth in the insurance sector

Image problem

The insurance sector suffers from an unattractive image and reputation among Millennials (born between 1980 and 2000) and Generation Z (born from 2000 onwards). It is often perceived as a conventional, conservative, and uninventive professional field.

Unfamiliar occupations

According to a survey conducted by The Institutes, 8 out of 10 Millennials have limited knowledge of career opportunities in the insurance industry. Young people may not have subscribed to insurance policies yet, and they have minimal awareness and understanding of these products.

Insufficiently competitive salaries and benefits

Young people are attracted to competitive salaries and benefits, but the banking and financial sectors as well as Tech & IT appear more attractive.

Lack of flexibility

Young people seek a work-life balance offered by remote and hybrid work arrangements, but insurance companies do not always guarantee this flexibility.

Lack of investment in skills development

Another factor affecting the attractiveness of insurance companies is a gap in the understanding of skills their employees will need in the future. Young people are eager to learn and acquire new skills to remain employable in an ever-changing job market.

Strategies for insurance companies to attract, recruit, and retain young talent

Developing an attractive corporate culture

Valuing corporate culture, mission, purpose, and emphasizing collaboration, career progression, flexibility, and other benefits are important. Additionally, promoting commitment to sustainable development, which young people are highly attuned to, is a plus.

Promoting career options in insurance

The insurance sector offers a wide range of careers (agent, broker, claims adjuster, risk manager, data analyst, cybersecurity expert, etc.). It is important to promote these career options to young people, so they are aware of all the opportunities available.

Emphasizing technology

Insurance companies now offer most of their services through mobile applications (claim submissions, video downloads for claims assessment, inspection planning, claims process tracking, etc.) and utilize Artificial Intelligence (AI) to streamline their processes. Promoting the use of technology in the industry can attract tech-savvy young talent.

Recruiting via social networks

Social media is important and relevant for the younger generation. Insurance companies can benefit in promoting their job offers, internships, and compelling content about insurance careers on social networks (LinkedIn, TikTok,their potential.

Taking care of onboarding

Once recruited, it is crucial to support and mentor new hires. Having mentors who will help new recruits network and advise them on progressing in the sector is a real asset.

Investing in training and professional development

It is essential to emphasize job stability in the sector and enable young people to acquire the skills they need to perform and adapt to market changes, offering them career advancement opportunities.

Millennials and Gen Z have begun to dominate the job market. These dynamic new talents seek the energy and flexibility that many industries offer. It is important for insurance companies to consider their expectations and capitalize on this pool of talent to address their deficits in human resources and skills that threaten their business.

read more

In the banking and finance sector, talent management plays a crucial role in maintaining competitiveness and innovation, and responding to shifts in the market. Here are 10 key points to ensure the long-term success of your talent in this field, from assessing skills (such as critical thinking, a crucial soft skill in banking) to well-being at work.

read more