2025年第一季度美国保险劳动力市场研究报告

Jeff RiederPartner, Aon and Head of STGPerformance BenchmarkingJeffrey.Rieder@aon.com(513) 746-2400 (direct) Insurance Labor Market Study February 13, 2025 Jeff BlairSenior Vice President of Executive Searchand Business DevelopmentThe Jacobson GroupJBlair@jacobsononline.com+1 (312) 884-0479 (direct) About Ward / STG Performance Benchmarking Ward is the Performance Benchmarking division within Aon’s Strategy andTechnology Group (STG), providing consulting and performancebenchmarking for the insurance industry. We analyze staff levels,compensation, business practices and expenses for all areas of companyoperations and help insurers measure results, optimize performance andimprove profitability. For more information about Aon’s Performance Benchmarking solutions forinsurance companies, please visit ward.aon.com. About The Jacobson Group The Jacobson Group is the leading provider of talent to the insuranceindustry. For more than 50 years, Jacobson has been connecting insuranceorganizations with professionals at all levels across all industry verticals.Jacobson provides insurance talent solutions to support virtually any humancapital need. We offer executive search services and comprehensive staffing solutions,including professional recruiting, temporary staffing and interim experts. For more information about Jacobson’s talent solutions, please visitjacobsononline.com. Study Objectives ▪Analyze current labor trends and future staffing expectations▪Provide an overview of staffing challenges by discipline▪Provide commentary on the industry’s labor market Participant Profile UnemploymentRates Insurance Carrier Employment Revenue and Staffing Expectations 12-Month Staffing Plans 12-Month Staffing Plans Increase vs. ExpectedRevenue Growth ▪74% of companies expect anincrease in revenue growth.This is 5 and 3 points lowerthan the July and January2024 studies, respectively ▪4% of companies expect adecrease in revenue growth,up 1 point from July ▪At 49%, the primary driverfor expected revenuechanges will be an increase inmarket share ▪12% of companies areexpecting a decrease in staff,down from 14% in July Prior Year 12-Month Staffing Plan vs. Actual Prior Year 12-Month Staffing Plan vs. Actual Job Openings in Finance and Insurance 12-Month Staffing Plans ▪67% of Balanced Lines P&Ccompanies are expecting toincrease staff during the next12 months. This is 43 and 4points higher than PersonalLines and Commercial LinesP&C companies, respectively ▪Overall, 29% of Personal LinesP&C companies are expectinga decrease in staff during thenext 12 months; however, 18%expect this decrease to be lessthan 2% ▪Of the companies who plan toadd staff during the next 12months, 84% expect anincrease in revenue with 57%responding that it will be due toa change in market share. Ofthose planning a decrease instaff, 27% of companiesexpect a decrease in revenue ▪63% of companies who plan tomaintain staff size during thenext 12 months are expectingan increase in revenue. 3% ofthose companies are expectinga decrease 12-Month Staffing Plans Comparison of January 2025 to January 2024 byIndustryProperty/CasualtyLife/Health 12-Month Staffing Plans ▪Since July, overall expectationsto add staff increased 3 points to55%. 64% of large companiesare expecting an increasecompared to 41% in July.Medium-sized companiesdecreased their 12-monthexpectations from 52% in Julyto 38% in January. Smallcompanies decreased from 64%to 60% ▪43% of small companies and30% of large companies expectgrowth in revenue/premiumgreater than 10% over the next12 months. This compares to13% for medium-sizedcompanies ▪Small and large companiesexpect revenue changes to beprimarily driven by market share,medium-sized companies expectit to be driven by economicexpansion Temporary Employees Use of Temporary EmployeesDuring Next 12 Months 88% of companies are planning to increase or maintain temporary staff levels in thenext 12 months. Voluntary and Involuntary Turnover Percentage ▪At 8.5%, 12-month voluntaryturnover is 0.8 points lower thanJanuary 2024. This is slightlyhigher than the change in 6-month voluntary turnover, whichwas down 0.4 points to 5.8 ▪12-month involuntary turnover isjust slightly lower than January2024, at 4.1% compared to 4.2% ▪Compared to P&C companies,Life/Health companies reportedlower voluntary turnoverpercentages and lowerinvoluntary turnover percentagesfor both time periods ▪Within P&C, Personal Linescompanies had the highest 12-month voluntary turnover at11.3%, compared to CommercialLines and Balanced Linescompanies at 8.5% and 5.3%,respectively ▪Compared to medium and largecompanies, small-sizedcompanies reported the highest12-month voluntary andinvoluntary turnover percentage Notable Survey Trends January 2024 to January 2025 ▪Insurance carrier employment expectations remained stable over thepast year ▪The total industry headcount grew 1.17% versus an anticipated rate of 1.21%* ▪Companies with personal lines in