The insurance industry is staring down one of the most pressing workforce challenges in its history. According to the Insurance Journal, the Bureau of Labor Statistics projects roughly 21,500 job vacancies per year in claims alone over the next decade, with new hires unable to keep pace with retirements and departures. Meanwhile, Lyneer Search Group reports that only 4% of millennials are even considering insurance careers. In a market this tight, a well-crafted job description can be the difference between landing a top-tier candidate and watching them accept an offer somewhere else.
For any experienced insurance recruiter, the job description is the front door to the entire hiring process. When it’s vague, generic, or poorly structured, qualified professionals scroll right past. When it’s clear, compelling, and specific, it draws the right people in and saves everyone time. Here’s how to write postings that consistently resonate with the talent your organization needs.
Lead With a Strong Company Overview
Before candidates evaluate the responsibilities or salary, they want to know who you are. As AllSearch Recruiting advises, the company overview section is your opportunity to highlight what makes your business model and corporate culture unique. Think of it as an elevator pitch. What does your organization stand for? What kind of environment will the candidate be stepping into?
This matters more in insurance than in many other sectors because the industry still struggles with perception. Research from Davies Talent Solutions found that 61% of professionals believe insurance suffers from an outdated image. Your company overview is a chance to counter that narrative by emphasizing innovation, community impact, and the meaningful role insurance plays in people’s lives. A seasoned insurance recruiter will tell you that the best candidates are drawn to organizations with a clear sense of purpose, not just a list of tasks.
Use Clear, Specific Job Titles
Resist the temptation to get creative with titles. As hiring experts at 4 Corner Resources recommend, job titles should be accurate and precise rather than vague. A title like “Regional Commercial Lines Underwriter” will perform far better in search results and attract more qualified applicants than something ambiguous like “Insurance Rockstar” or “Risk Solutions Guru.” Similarly, Lynne Palmer Recruiting cautions against “fun” titles that obscure the actual level and scope of the position. Clarity here sets the right expectations from the very first glance.
Be Detailed About Responsibilities Without Overwhelming
The body of your posting should give candidates a realistic picture of daily life in the role. According to guidance from MightyRecruiter, keeping your list of core duties to six to eight bullet points is a smart approach, with each one starting with an action verb to help readers visualize the work. This is the section where you should be descriptive and engaging rather than simply copying boilerplate text from a previous listing.
An insurance recruiter who works closely with hiring managers knows that specificity matters greatly here. Instead of writing “handle client accounts,” consider something like “manage a book of 120+ commercial property accounts, conducting annual policy reviews and identifying coverage gaps.” The more concrete the description, the easier it is for a qualified professional to see themselves in the role.
Separate Required Qualifications From Preferred Skills
One of the most common mistakes in insurance job postings is lumping every desired trait into a single requirements section. This can discourage strong candidates who meet most criteria but not all of them. A better approach, as MightyRecruiter suggests, is to create two distinct lists: one for mandatory qualifications and another for preferred skills. The first list might include a valid state insurance license and a minimum number of years of underwriting experience. The second could list preferred designations like a CPCU or ARM, familiarity with specific rating platforms, or bilingual capabilities.
This structure respects the candidate’s time and helps them self-select more accurately. It also broadens your pool, which is critical given the ongoing talent shortage. Deloitte’s 2026 insurance outlook notes that many new recruits are not familiar with the evolving demands of insurance roles, underscoring the importance of being transparent about what’s truly essential versus what can be developed on the job.
Include Compensation and Growth Opportunities
Top insurance talent has options, and they know it. Davies Talent Solutions found that nearly half of insurance organizations struggle to meet candidates’ salary demands. One of the simplest ways to build trust and attract serious applicants is to include a salary range in your posting. As Lynne Palmer Recruiting recommends, providing a range gives you room to accommodate candidates at different experience levels while signaling that you respect their need for transparency.
Beyond compensation, highlight career development paths. PwC research has found that employees who perceive a bright future at their company are significantly more likely to stay and remain engaged. If your firm offers mentorship programs, continuing education support, or rotational assignments across departments, say so. Any insurance recruiter worth their salt knows that growth potential is often the deciding factor for experienced professionals weighing multiple offers.
Modernize the Narrative
The insurance industry has a compelling story to tell, yet too many job descriptions read as though they were written a decade ago. PwC highlights that insurers offer innovative and rewarding careers but often struggle to communicate that effectively. If your company uses AI-driven claims processing, advanced analytics platforms, or cutting-edge insurtech tools, feature those prominently. Younger professionals in particular want to know they’ll be working with modern technology, not legacy systems with outdated interfaces.
Mention your approach to flexible work arrangements as well. While remote and hybrid options remain important to many candidates, Insurance Journal notes that Gen Z workers often favor in-office collaboration, provided the workplace environment is modern and well-equipped. Addressing work arrangements directly in your posting helps candidates evaluate fit before they ever submit an application.
Write Fresh Descriptions Every Time
Finally, treat each job description as a new document rather than recycling old postings. Lynne Palmer Recruiting emphasizes that the hiring environment and industry shift rapidly, meaning what appealed to candidates even six months ago may feel stale today. A dedicated insurance recruiter can help you benchmark your postings against what competitors are offering, ensuring your descriptions stay current and competitive.
The talent landscape in insurance is challenging, but it rewards organizations that put real thought into how they present themselves to the market. A job description is more than an administrative formality. It is your first conversation with the person who might become your next great hire. Make it count.
