Zing365, an InsurTech-focused learning and development specialist, has called on insurance brokers to set out defined career routes, organised training and mentoring if they want to draw in and keep the sector’s future workforce.
The firm’s view follows conversations at Broker Expo, where it saw technology as a chance to reshape how people view working in insurance. However, Zing365 believes brokerages must also show potential hires how their skills will grow, how their responsibilities will increase and how they can move up within the profession.
Attracting fresh talent came up repeatedly at the event, both at Zing365’s stand and during presentations. Read heard worries about seasoned staff nearing retirement, fierce competition for new entrants, and the challenge of making insurance a preferred choice for school leavers and graduates.
The exhibition also showcased tools for data analytics, automated placement, digital client portals and AI-supported underwriting. Read sees these innovations as a way to highlight the variety of analytical, technical and client-facing roles now found in a modern brokerage.
Zing365 contends that hiring and development should sit within a single workforce strategy. Under this approach, firms would set out the skills expected at entry level, describe how those skills will mature, and make future career steps clear from the start. Those overseeing new staff need support too, with managers and mentors given time to offer feedback, talk through unusual cases and judge when someone is ready for more responsibility. Formal learning builds a foundation of knowledge, while supervised practice helps newcomers apply it to real situations.
As technology alters the nature of that work, the company says training programmes should be revisited. Alongside learning how to use a system, staff should understand where it falls short, verify information and communicate decisions clearly to clients, skills that stay valuable even as specific tools change.
Zing365 builds learning solutions dedicated to the insurance sector. Its offering includes a proprietary platform designed for assessing and developing regulatory competence and completing CPD, hundreds of interactive e-learning courses, and a range of live training delivered face to face or online. Its content covers compliance, insurance technical knowledge, and business, leadership and management skills.
Zing365 managing director James Read said, “There is a compelling career story for broking to tell. The technology we saw at Broker Expo shows an industry working with data, developing new ways to serve clients and changing how decisions are made. That gives firms something tangible to put in front of people who may never have considered a career in the insurance sector.
“A recruit needs to understand what they will learn, who will support them and how they can progress. Firms need to give as much thought to that experience as they do to attracting applications.”
He added, “We should be showing prospective recruits what broking involves today. There are opportunities to solve problems, interpret information, work with technology and build relationships with clients. Making those responsibilities visible could help firms reach people who would otherwise overlook the sector.
“Once someone joins, the learning needs to reflect that promise. They need technical and regulatory knowledge, digital skills and opportunities to practise dealing with customers. They also need access to experienced colleagues who can explain the reasoning behind a decision, including when a case needs further investigation.”
Read concluded, “The opportunity is to turn interest in technology into a lasting career in insurance. Firms can do that by giving people a clear route from learning the basics to exercising professional judgement and taking on responsibility.
“If we want talent to see a future in broking, we need to show them how they can build that future. Structured training, mentoring and visible progression should be part of the offer from day one.”
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