Finding the right tech talent in insurance isn’t just about scanning resumes. Candidates need to showcase not only their technical skills but also their industry knowledge and how well they’ll fit into your team. It’s interesting to note that 77% of employers globally are struggling to find the skilled talent they need, compared to just 35% a decade ago. So, what’s contributing to this gap?
Sometimes, in the rush to fill a position, candidates might emphasize coding skills or software experience while overlooking important traits like adaptability and understanding of insurance regulations. In a field where tech meets compliance, these additional qualities can truly make a candidate stand out.
That’s why we’ve put together a list of the top 10 qualities you should look for when hiring for insurance positions. Whether you’re seeking a developer who understands the intricacies of insurance tech or an IT expert with a problem-solving mindset, these tips will help guide your next hire.
What skills make an IT candidate stand out? The right mix can really help you shine in the job market. From tech skills to teamwork, these are the things employers want to see. Plus, having these skills gets you ready for the challenges you’ll face.
Let’s check out the top 10 skills that can boost your chances of landing that IT role. These traits can set you on the path to a successful career:
When it comes to hiring in the insurance tech field, a positive attitude can really make a difference. Sure, skills and experience matter – but employers know that the right mindset is harder to teach. A candidate with a cheery disposition brings enthusiasm and motivation to the table, which can inspire the whole team.
Think about it, someone who faces challenges with a can-do attitude is more likely to be productive and work well with others. In interviews, when candidates show genuine excitement and positivity – it makes a strong impression. For insurance tech companies, this kind of energy helps create a friendly and innovative work environment.
In a busy workplace, being a quick learner is a huge plus. For your ideal candidate, it’s important to show that you can easily pick up new skills and adjust to changes in technology and rules.
Employers like you love seeing curiosity and a willingness to grow. For example, if they can quickly learn a new software tool or adapt to updated regulations, it shows that they’re ready for the job – or maybe how they have tackled a new programming language on their own or learned how to use a project management tool – these experiences matter.
When these candidates highlight their ability to learn quickly in a resume or during interviews, they will definitely stand out. Employers want team members who are always excited to take on new challenges and help the company move forward.
Strong communication skills are a big deal in candidates. When they can share their ideas clearly and listen actively, it helps everyone get on the same page. Good communication builds trust and respect among your teammates and managers, which makes for a better work environment.
As an employer, you should notice their verbal, written, and interpersonal communication skills, which can really make them shine. Think about it – candidates being able to express clearly and collaborate well means they will fit right into the team. Employers in the insurance tech field love candidates who can communicate effectively because it drives better teamwork and problem-solving. Plus, when they nail their communication during interviews, it will definitely leave a lasting impression.
You should look for more than just the basics. You would want candidates who are willing to go the extra mile. A strong work ethic shows that someone is committed to doing their best work.
Look for candidates who are reliable, show up on time, and have a positive attitude. When they demonstrate a strong work ethic, it tells you they’ll contribute positively to your company culture. In this field, candidates who are consistent and proactive often get noticed, which is good for both them and your company.
Curious why self-starters are highly valued in insurance tech? Here’s the thing, these individuals have a knack for spotting opportunities and jumping on them without needing a nudge. They often take the lead, showing they're not just here to meet job expectations but ready to exceed them.
This quality highlights their resourcefulness and ability to tackle problems in innovative ways.
For example, think about an employee who sees a recurring issue with a software process. Instead of waiting for someone to tell them what to do, they dive in, research the problem, come up with a solution, and share it with the team. Candidates who take this kind of initiative are invaluable in both creative and managerial roles, making this trait a need for your next hire.
Teamwork matters a lot. Most roles involve collaboration, so it's helpful to see how a candidate interacts with others and handles group projects. Take a software development team working on an insurance claims system, for example. Each member has their own coding tasks, and effective teamwork ensures everything fits together smoothly, which can speed up the entire project.
When skilled people come together to work towards a shared goal, they often get things done more efficiently. A tight-knit team tackling a policy management system can make the implementation process smoother, cutting down on downtime and making transitions easier for users. Simply put, team players can be a huge advantage.
In every workplace, high expectations are the norm. You want candidates who can step up to the plate. Are they good at managing their time and meeting deadlines? Can they deliver tasks on time and accurately?
Strong time management and organizational skills show that a candidate is reliable. Those who shine in these areas are often seen as dependable, able to juggle multiple tasks while keeping everything on track. Their knack for staying organized plays a big role in maintaining productivity in a fast-paced environment.
When interviewing a potential candidate, asking behavioral interview questions is a smart move to gauge candidates’ problem-solving skills. In fact, a study by CareerBuilder discovered that 75% of employers use behavioral interview questions to uncover soft skills. This will help you spot individuals who can handle the unique challenges that come up in the industry. Problem-solvers are invaluable; they quickly recognize issues and develop effective solutions.
Consider asking questions like:
These candidates can take some pressure off managers, reducing the time spent hunting for answers. Their proven ability to tackle challenges effectively builds trust within the team, making them likely to advance and earn better pay thanks to their sought-after skills.
Strong technical skills should be a must-have for your insurance company. While computer literacy is important across many industries, it’s needed for roles – especially in IT and software development. In such environments, employees need to be comfortable using computers, conducting online research, and navigating various applications, including industry-specific software.
However, insurance tech companies often seek more than just basic proficiency. The best candidates bring advanced technical skills that go beyond the standard job requirements, allowing them to tackle complex challenges and contribute to innovative solutions within the industry.
So, take note of these must-have skills that will boost the functionality and productivity of your team:
Being adaptable and flexible is quite a huge asset. Employees who can quickly adjust to new situations usually keep their spirits up and stay productive, even when challenges arise. They’re often more responsive and understanding, which helps them build strong connections with colleagues and clients alike.
Think about it – flexible team members might be the ones who are willing to juggle multiple projects or adjust their schedules when needed. For managers, these employees stand out because they’re ready to go beyond their job descriptions. If a colleague is out due to health issues, an adaptable employee steps in to cover their tasks.
While this list isn’t all-encompassing, candidates who align with these traits are far more likely to land their ideal role. On the flip side, if you're an IT recruiter or hiring manager and focus on these ten qualities during interviews, you'll increase your chances of hiring that standout employee – someone who goes above and beyond their job description and brings significant value to your team and the organization.
Are you looking for the perfect hire to take your insurance tech team to the next level? Let us show you how to find them. Book a call with me or my team at Strategic Recruiting Partner and uncover all the must-have qualities and skill sets that will make your tech company truly stand out.