9 tips for government agencies hiring diverse students, grads for early career insurance jobs

The insurance industry offers a wide range of job opportunities that cater to various skills and interests. From roles in underwriting, where professionals assess risk and determine coverage terms, to claims adjusters who handle policyholder claims, there’s something for everyone. Other key roles include actuaries, who use math and statistics to predict future events and set premium rates, and sales agents, who work directly with clients to match them with the right insurance products. Additionally, the industry offers positions in customer service, IT, legal compliance, and marketing, providing a broad spectrum of career paths.

To attract and hire diverse students, recent graduates, and early-career professionals, government agencies should focus on creating inclusive recruitment strategies. This can be done by partnering with colleges and universities that serve a diverse student population, such as HBCUs and HSIs, and participating in job fairs that target underrepresented groups. Offering internships and mentorship programs specifically designed for diverse candidates can also help build a pipeline of talent. Moreover, government agencies should highlight their commitment to diversity through their branding and recruitment materials, showcasing diverse teams and inclusive workplace practices. By offering flexible work arrangements, professional development opportunities, and supportive networks like employee resource groups, employers can not only attract diverse talent but also create an environment where they can thrive.

Recruiting a diverse range of early career candidates into insurance roles requires a thoughtful approach and creative strategies. Here are nine actionable strategies from insurance agents and CEOs that can help government agencies attract the next generation of diverse talent to the insurance sector.

• Attend Career Fairs and Host Sessions
• Minimize Bias in Hiring Practices
• Highlight Fun and Practical Aspects
• Partner with Colleges for Diverse Talent
• Develop a Gamified Recruitment Platform
• Showcase Diverse Career Paths and Security
• Focus on Targeted Outreach Programs
• Implement a Mentorship Program
• Adopt Inclusive Recruitment Practices

Attend Career Fairs and Host Sessions

One effective strategy is to attend career fairs and host informational sessions. You can directly engage with students from various backgrounds. Additionally, offering internships and mentorship programs can attract early-career candidates by providing them with hands-on experience and professional guidance in the insurance field.

Amber Benka, Insurance Agent, California Business Insurance

Minimize Bias in Hiring Practices

Minimize biases in hiring to find more diverse candidates. Often, subconscious biases may result in fewer opportunities for people from diverse backgrounds. Instead of shying away from potential biases, you will need to challenge them head-on.

Have regular training sessions to discuss these issues with your team and try to counter them. Make sure you have people from diverse backgrounds in positions of authority. Empower them to speak up when there are issues. Conduct blind resume reviews to give all applicants a fair chance.

Have set practices and measures to deal with cases of bias. If it is found to be intentional, conduct thorough, independent investigations.

Tarek El Ali, Founder, Smart Insurance Agents

Highlight Fun and Practical Aspects

I run my own insurance agency, and if I were to work with governmental agencies to bring in fresh college graduates and students, I would tell them straight: focus on the fun, creative, and practical parts of the insurance world. Yes, insurance! 

I’m not only talking about paperwork and policies; it’s a playground for solving problems creatively, especially in roles like risk management, underwriting, claims, and actuarial science. Given how fast technology is changing things, I would highlight how data analytics and technology are spicing things up in our field. This could draw in young people who are all about tech and want to make a real change socially. 

Plus, let’s not forget how important our industry is in helping communities bounce back from setbacks, adding to economic stability and strength. What seals the deal for many young pros are the tangible benefits offered: internships that bridge theory with practice, mentors who guide and challenge, and clear paths to move up and make a real difference. When you lay out these opportunities, the insurance sector suddenly looks a lot more appealing. We’re not a needed industry; we’re a progressive, influential space where young talent can flourish.

Brent Thurman, Owner, Keystone Insurance

Partner with Colleges for Diverse Talent

To recruit diverse early-career candidates into insurance roles, a government agency should partner with colleges that have diverse student bodies. At Ready Adjuster, we’ve had success with this approach. We set up internship programs with local schools, focusing on those with strong finance and risk-management programs. This gives students real-world experience and us a pipeline of diverse talent. 

We make sure to highlight the stability and growth opportunities in insurance careers. For example, we had a young intern who was great with data analysis. We created a role for her after graduation, combining insurance knowledge with her tech skills. This kind of tailored approach can make insurance careers more appealing to a diverse group of candidates.

Alex Adekola, CEO, Founder, Ready Adjuster

Develop a Gamified Recruitment Platform

My advice is to develop a gamified recruitment platform that engages candidates through interactive challenges and simulations related to insurance tasks. These include risk-assessment exercises, customer-interaction scenarios, and claims-handling simulations. The platform can also use informational videos about the insurance industry, showcasing its importance in society and the diverse career opportunities it offers. This approach makes the recruitment process more engaging and fun for candidates, which allows them to showcase their skills and potential in a hands-on manner. 

I would also recommend implementing diversity-focused initiatives within the company itself. This could include creating a mentorship program for underrepresented groups, offering diversity training for employees, and actively seeking out partnerships with organizations that support diversity in the workplace. I have found it very impactful to have a diverse and inclusive workplace culture, as it attracts a wider pool of candidates, which fosters creativity, innovation, and different perspectives within the company. This can be highlighted in recruitment efforts to showcase the company’s commitment to diversity and inclusivity. Once, I applied this strategy to a recruitment campaign for insurance roles, and the results were remarkable. 

The gamified platform attracted a diverse group of candidates, including individuals from underrepresented communities such as women, people of color, and individuals with disabilities. It also allowed us to assess their skills in real-time and identify top performers who may have been overlooked through traditional recruitment methods.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Showcase Diverse Career Paths and Security

Not the most glamorous career paths for early-career candidates, it must be said, but generally speaking, I’d recommend targeted outreach programs highlighting the diverse career paths in the industry, the security of the role, and the doors a government placement can open down the line. 

Partnering with universities, particularly those with strong diversity initiatives, and offering scholarships or mentorship programs can attract a broader range of candidates if that is an option. More importantly, try showcasing success stories of diverse employees in the insurance sector to inspire and motivate potential applicants since you want people to be able to see themselves in the role, as insurance is a bit of an esoteric subject for many.

Dragos Badea, CEO, Yarooms

Focus on Targeted Outreach Programs

Insurance is a difficult role for early-career candidates to see themselves in, and this effect is even more pronounced for more diverse populations because representation isn’t always there in the private sector. 

Government programs targeting this group for these roles need to tackle that problem before anything else—your candidates need to be able to picture themselves in the role, and this means education on what the career progression in insurance can look like with the government. Focus on targeted outreach and invest heavily in job fairs that offer a hands-on look into what their future might look like.

Kate Kandefer, CEO, SEOwind

Implement a Mentorship Program

One effective strategy I recommend for recruiting a diverse group of early-career candidates into insurance roles is to develop a targeted mentorship program. I once worked with a government agency that struggled to attract young talent. They implemented a mentorship initiative pairing seasoned professionals with recent graduates from underrepresented backgrounds. This program provided real-world insights and fostered a supportive community. 

We noticed an increase in applications from diverse candidates who felt more confident navigating the industry with guidance from mentors who shared similar experiences. It’s not just about creating opportunities; it’s about making the candidates feel valued and supported from the outset. By investing in mentorship, agencies can not only attract but also retain talented individuals who bring fresh perspectives to the field.

Rodney Steele, CEO, Dinsmore Steele

Adopt Inclusive Recruitment Practices

I recommend that government agencies seeking to attract a diverse pool of early-career candidates for insurance roles adopt inclusive recruitment practices. This means actively seeking out and promoting job opportunities to individuals from underrepresented groups, such as women, people of color, and members of the LGBTQ+ community.

To do this effectively, the agency can start by partnering with organizations that specialize in supporting diversity and inclusion in the workplace. These organizations can help connect the agency with a larger pool of qualified candidates from diverse backgrounds.

The agency should review its job descriptions and requirements to ensure they are not unintentionally excluding certain groups. For example, using gender-neutral language and considering alternative qualifications or experiences can help attract a more diverse pool of applicants.

Evan Tunis, President, Florida Healthcare Insurance