It is a difficult employment environment these days. Many companies have slowed down or stopped employment amid economic uncertainty. Therefore, any employer increases the volume of employment resemblance to job seekers.
This is the case for progressive. The insurance giant recently announced plans to employ more than 12,000 employees for 2025, an increase of 10,000 new appointments last year. In addition, the company’s talent acquisition team expects to obtain hundreds of thousands of applications this year, says Neil Lennan, the business leader at PROGRESSIVE, to HR Brew. Lenan participated in how the company plans to manage this size of the CV while supporting the company’s growth.
Employment.A lot of progressive growth stems from flourishing business. Last year, Progressive added more than 5 million policies, while the net installments collected increased by 21 % to $ 74.4 billion. Moreover, the company has already added 1.3 million policies in the first quarter of 2025.
Lennan said the largest new appointment this year, about 5000, will explain this growth. The rest will be to fill the vacancies created by internal promotional offers that must be employed external progress, and finally, to fill the attrition.
Most of the progressive roles of the demands and the roles of the call center – 50 % of the company’s workforce will be rented in claims.
“(We) are always sure that we have people to be able to deal with claims or replace the people who moved to the coaches, leadership and all these things,” said Lenan.
They also roam their legal team. Lennan said: “Lawyers are a great focus this year again as we get more policy holders and more demands, you need more lawyers to be able to represent our insurance when they are in accidents,” Lennan said.
Your advertisement. At a time when many employment teams are flooded Increased biographical foldersAny employer grows his ranks can expect tsunami. Progressive receives an average of 800,000 requests annually, and Lenan said the size for roles that do not attract great attention. For example, a recent opening of the role of the Communications Manager recorded 178 requests when he was not historically obtained more than 30, according to Lenin.
He said: “I am not struggling to find people. You are always facing a challenge is to find the right people based on a group of skills and people who will flourish in a very comprehensive culture.”
But not only employment actively during the slowdown of employment that attracts talent to progressive. The insurance company has an advantage over some of its competitors, as it has established a policy of distance or hybrid for most roles including claims, customer service, information technology, analyst, legal, and companies, while like competitorsJikoandFarmersReturn of the return to the office. Since companies are in other professions that Progressive, such as Tech, are carried out strict RTO delegations, which will also lead talent.
“The higher the number of companies that decrease from work away, the higher, the higher the number of these people in my recruitment pools,” Linan said.
It turns into artificial intelligence.To quickly accommodate the increasing number of job applicants, Linan takes advantage of artificial intelligence.
With employment, artificial intelligence is used to predict growth expectations, shape employment strategy, source filters, and lowering the work of recruits.
“I get 800,000 applicants. I can’t talk to each of them,” Linan said. As a result, Progressive has adopted simultaneous interviews, allowing candidates to answer the questions sent to them via the video on their own comfort. Artificial intelligence is used to help employ teams in understanding how this individual will succeed in this role, although the recruiter ultimately makes a decision regarding who must be moved forward.
“Amnesty International enhances our ability to make decisions and solve problems,” Lenan said. “But at the end of the day, humans lead the bus.”
Appointed the candidate experience.As artificial intelligence accelerates the recruitment process, the Lenan team should be aware of the candidate’s experience. It indicates that about one in four candidates are current or potential progressive clients, and can send bad experiences from future businesses – especially if people thwart them on the Internet.
“We are moving much faster through this process because we benefit from technology. It changes people’s expectations.”
Lenan team has increased the focus on providing candidates with comments, such as suggesting how to improve interviews, or recommend other roles more suitable for them.
“We are able to get more of these types of interactions … because some systems help them do some of the supervisor’s work at the end of the background,” said Linan.
This was the report It was originally published by HR Brew.
This story was originally shown on Fortune.com
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