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It’s a hard hiring around these days. Many businesses slow down or stop hiring without economic security. So, any employer adds the number of getting it like a magnet for job searchers.
That’s the case Successfully. The giant insurance recently announced the lease plans of more than 12,000 employees for 2025, from 10,000 new hires last year. In addition, the Talent Aquence Team team is expected to receive hundreds of thousands of applications this year, the business leader of progressive Neil Longene, speaks HR Betw. Lenea shared how company companions to handle many résumés while supporting business growth.
Spree rent.Most evolved growth of the principals from developing business. Last year, progressive over 5 million policies while net premiums collected by 21% to $ 74.4 billion. On top of that, the company has already added 1.3 million policies in the first quarter of 2025.
The biggest bucket of new hires this year, about 5,000, has caused this growth, as Lensa said. The rest is to fill the vacancies made by internal promotional progress must hire outside, and finally, to fill in the gut.
Most progressive roles are hiring for participation in claims and contact roles at center-50% of the company’s workforces of claims.
“[We’re] Always make sure that there are people who are able to handle claims and or replacing people who move trainers and leadership and all things, “Lenene said.
They also pull their legal team. “Lawyers are a big study this year as we get more policy holders, you need many lawyers to accidents,” Lenene said.
Your ad “. In a time when many rented teams flooded at increased résumé volumesAnyone who sells grows in the rank of a tsunami. Progressive receives an average of 800,000 applications per year, and Lenane says many roles that usually do not attract more interest. For example, a recent opening for a digital and communications communications communication earns 178 applications if historically not received more than 30, according to Lenena.
“I don’t struggle to find people. Where you are always challenging is to find the right folks based on skill and people to advance an inclusive culture,” he said.
But hiring is not only active in a recruitment discretion that attracts the talent of progress. The insurance company has an advantage of some competitors, as it has established a remote or hybrid friendly acquisition, customer functions, and competitors, while competitors are like competitorsGEICOandFarmersenforced return-to-office orders. And, as companies of other professions that progressive employees, such as tech, implementing strictly RTO mandate, which will also bring talent.
“The more companies that turn off the remote isolated, the hybrid job, the more people in my hiring pool,” Lenene said.
Return to AI.To accommodate the rapidly increasing number of job applicants, Leneno’s team is getting ai.
In recruitment, AI used to predict expectations of growth and shape to hiring candidates, and cutting recruiters’ workloads.
“I got 800,000 applicants. I couldn’t talk to each of them,” Lenene said. As a result, progressive adopts asynchronous interviews, allowing candidates to respond to questions sent to them in their own convenience. AI is used to help hire teams understand how everyone can succeed in that role, even if a recruiter eventually makes the decision on who will progress.
“AI has raised our ability to make decisions and solving problems,” Lenene said. “But at the end of the day, people drive the bus.”
Eye of the candidate’s experience.As AI accelerates the rental process, Lenesa’s team should be considered regarding the candidate experience. Around one of each of the four candidates today or the prospective customers, he says, and poor experiences can turn back into the future business – especially when people air their failures online.
“We are motivated to be faster through the process because we developed technology. So people have changed,” Lenene said.
Lenesa’s team has increased focusing on providing feedback candidates, as suggesting how they develop their prayer, or recommend other roles they are better.
“We can have fewer types of interactions … because some of the systems help them do some of the back end Admin working,” Lenane said.
This report is Originally published by HR BREW.
This story originally shown Fortune.com
