1. Attracting Talent! Creative Strategies to Get and Retain Resources Marc Gyimesi The Carlisle Group

2. Attracting Talent! The industry continues to see a thin talent pool in the P&C space. In order to attract, and retain, the key roles needed employers must become creative, adaptable, and build a recruitment structure catered to Gen X and Gen Y. In this discussion we will cover real time recruitment challenges, how other organizations are having success, and best practices in attracting talent. Gen X and Gen Y make up 58% of the U.S. Workforce

3. Labor Force

5. Gen X Born 1966 – 1976 Current Population: 41,000,000 Highly Skeptical – “what’s in it for me” Highest Rate of Education – 29% obtained Bachelor’s Degree Top Concerns: Financial Planning Solid Family/Household Structure Being a “good” parent

6. Attracting Gen X! Open and Honest Dialogue – remember this generation is highly skeptical – lose the “buzz words” such as: “corporate culture” “The environment in our organization is fast paced and highly engaging.” “transparency and integrity” “We strive to have a fair and upfront style in our dealings” “outside the box” “We value creativity in making decisions”

7. Attracting Gen X! Areas of Focus When Recruiting Gen X: Desire Consistent Feedback Crave Constant Challenge Need Career Growth High Appreciation for Technology Work-Life Balance is Critical High Internal Need for Continued Educational Opportunities Strong 401K/Retirement Plan

8. Gen Y Born 1977-1994 Current Population: 71,000,000 Highly Independent – There is an “I” in team for this group Highly Technology Savvy Top Concerns: Financially motivated The Economy Work-Life Balance

9. Attracting Gen Y! Areas of Focus When Recruiting Gen Y: Increased Compensation Opportunities – in paycheck (retirement not so important, yet. Ability to Make Decisions Environment Which Allows/Embraces Working From Home Promote a Health Oriented Environment Appreciates Annual Reviews Which have a Game Plan

10. Final Insights Gen X: Most Mobile Financially/Personally for Relocation Generation Most Prevalent at the AVP/VP Level Generation Most Equipped for Executive Succession Planning Gen Y: Resistant to Relocation – Believes in Working Remotely Highest Risk of Counteroffers If Paid Well, They Will Remain Loyal

11. Contact Information Marc Gyimesi The Carlisle Group (717)-249-2626 x 3007 mag@tcgrecruit.com