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Understanding Millennials and Gen Z

CLM’s Diversity and Inclusion Committee recently presented a webinar on how to win the battle for talent

December 07, 2018 Photo

CLM’s Diversity and Inclusion Committee recently presented a webinar that looked at how to win the battle for talent by using the right strategies for recruiting and retaining the next generation of claims professionals.

12:00:00 p.m.


Amy Cooper, vice president, director of business development, Vortex Legal

Beth Fitch,managing partner, Righi Fitch Law Group

12:01:40 p.m.

Amy Cooper
“We’re going to talk about recruiting and retaining young talent, human and technology shifts, and then we’ll talk about some of the solutions we have and the things we hope you will take with you and implement in your organizations.”

12:03:11 p.m.

Amy Cooper
“Millennials and Generation Z matter because of their sizes. Millennials number 83.1 million, and Generation Z top 65 million. As Generation Z comes into the workforce, the two together are a force to be reckoned with.”

12:06:24 p.m.

Beth Fitch
“One distinction between generations is that millennials are not working for a paycheck; they are looking for a purpose. Generation Z, who grew up during the Great Recession, is very concerned about money and security—it’s their top motivators.”

12:07:56 p.m.

Beth Fitch
“Generation Z is highly competitive—72 percent self-report this. They want to be independent and judged on their own merits. Collaboration, [which is more important to millennials], is not something Generation Z is all that interested in, generally speaking.”

12:09:51 p.m.

Amy Cooper
“Insurers have jumped on the artificial intelligence bandwagon, and they are looking at ways to leverage that technology…. I read something that AI for one carrier had 70 million conversations with its customers over the last two months. These technological advances are a benefit to recruiting talent.”

12:13:13 p.m.

Beth Fitch
“The problem is that the insurance industry is perpetuating the idea that if you’re ‘boring,’ then you’re secure. That’s a misnomer. The industry needs to figure out how to rebrand so people are interested in pursuing those types of careers.”

12:33:31 p.m.

Amy Cooper
“I love the practice of mindful leadership because it really helps you connect with people in the office. When employees feel like you care about them and they’re in a trusted environment, you’re going to have better retention.”

12:36:28 p.m.

Beth Fitch
“Many who are mentoring have the idea that it’s about telling a good war story and hoping the mentee gets something out of it. A good mentoring relationship that will help Gen Z and millennials develop soft skills has seven characteristics: transparency, authenticity, time commitment, process, feedback, accountability, and intentionality.”


About The Authors
Eric Gilkey

Eric Gilkey is vice president of content at the CLM, and serves as executive editor of CLM magazine, the flagship publication of the CLM.  eric.gilkey@theclm.org

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