Many essential roles and key leadership positions are aging out of the workers’ compensation industry at a faster rate than they are being replaced, resulting in what experts are calling a “talent gap.” To ensure continued growth in our industry, it is essential for organizations in workers’ compensation to come together and develop effective strategies for attracting, recruiting, developing, and retaining top talent. Recently, Paradigm hosted a highly focused discussion on this key topic for the National Workers’ Compensation and Disability Conference (NWCDC) and their ongoing Digital Session Series.  

Paradigm, a proud NWCDC Gold Sponsor, assembled an expert panel moderated by Kathy Galia, General Manager of Clinical Solutions for Paradigm. Joining Galia were Paradigm’s Chris Pricco, Chief Networks and Operations Officer, and Amanda Kehoe, Human Resources Senior Director. James Curbeam, Director of Risk Management for the Las Vegas Valley Water District, and Amber Walton, Director of Solutions with the Hartford also participated.  

Learning what attracts talent to the workers’ compensation industry
The first question posed by Galia was about attracting high-performing talent into the field, from workers’ compensation care management to the broader industry at large. According to Walton, in addition to basics, such as a competitive salary and attractive benefits packages, one area where employers can differentiate themselves is creating an environment where employees can bring their whole selves to work. 

For example, this could mean launching employee resource groups and wellness programs that promote inclusivity and work-life balance. Workers’ comp employer resources can and should be invested in these and other programs. This can not only make companies more attractive to prospective employees, but can genuinely help develop a culture that retains the best talent. 

Developing a wider awareness among the workforce
Another subject the panel explored was how to build, to the risk management field, a broader awareness around the existence of the industry, including workers’ compensation care jobs. As a Paradigm HR leader, Kehoe believes that building such awareness needs to start early in the recruiting process. Specific measures she recommends include attending career fairs and sending guest speakers into classrooms.  

Curbeam underscored this idea with some examples from the risk management sector. He emphasized that holding networking events for college students has been highly effective in helping to promote awareness for an industry that a large number of people do not know about. 

In lending his thoughts to the area of increasing awareness of the industry, Pricco drew on his extensive background in the commercial health care space. In his experience, there is an increasing trend toward vertical integration in the industry that workers’ compensation organizations can tap into. Additionally, workers’ compensation and risk management are in a unique position to advance the idea that this is a mission-driven field that promotes worker safety and health. 

How to build effective recruiting strategies
After discussing establishing the challenges of attracting talent and building awareness among the larger pool of workers, Galia steered the panel into reviewing how to solve these issues with effective recruiting. Kehoe responded first with her belief in the importance of building relationships in school career centers and holding events such as mock interviews. It is particularly important to target these efforts in schools with applicable programs for workers’ compensation care management—from business programs with an insurance or risk management focus to nursing schools. Kehoe added some simple, yet too-often overlooked strategies. These included employee referral programs and even supporting recruiting efforts through company-branded items ranging from shirts to pens, which employees can use to initiate conversations and drive company awareness. 

Curbeam stressed that it is important for companies in workers’ compensation, insurance, and risk management to focus on recruiting prospective employees with the right personality type. The best talent for the field is not necessarily those who are detail oriented, but rather those who are driven to help people achieve a better quality of life. Pricco also believes it is important to promote a company’s mission and to focus on innovation to recruit not just talent, but talent that will help the industry grow as future leaders. 

Learn more and view the replay
Paradigm is committed to identifying and targeting the challenges that affect our industry as a whole, and actively addressing them through how we build our workplace culture. 

Register at the NWCDC Digital Session page to view the full replay of “Shrinking the Work Comp Talent Gap and Shaping Future Leaders.”