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Last month we reviewed strategies on dealing with candidates who might have multiple job offers. In this month's post, we will look at some ways to RETAIN your recent new hire. *http://blog.hrsmart.com/2014/03/can-your-company-afford-not-to-provide.html Ask yourself these questions routinely, if you do not already, and think about possible outcomes for success. Here are a few Dos and Don'ts to consider if you find yourself getting stuck: Do: Have them meet with other ...
If you are seeking to hire new talent for your firm, chances are you are not the only one. FA Insight's 2013 People and Pay study revealed a majority of firms were looking to increase their headcount by at least one new employee. Yet, when so many firms are looking to hire at once, it means other firms are going after the same (limited) talent pool, and that the most attractive candidates will likely have several offers to choose from. This month's post reveals how can you emerge as the ...
In last month's post, I shared some recent comments that I received from college students looking to enter financial planning that shed light on what could be causing a current dearth of talent in the profession. The question to be considered is what should we be doing now to ensure that current and future potential entrants into our profession consider financial planning as a career of choice. Here are some commonly cited hurdles and some possible solution ideas to attract mass top ...
For Immediate Release Contact: Caleb Brown, MBA, CFP® Phone: 1-888-666-1021 Email: cbrown@newplannerrecruiting.com New Planner Recruiting Launches National CFP® Exam Fee Scholarship Program New Scholarship Awards will be available annually for three candidates to cover the cost of sitting for the CFP® Exam March 17, 2014 – To support the continued growth of the next generation of financial planners, New Planner Recruiting announced today a new scholarship program to encourage more ...
As some of you already know, each year I spend several days visiting various CFP Board registered programs throughout the country to ensure we are continuing to source, screen, and integrate the best available talent for the financial planning firms we represent. Last month, I visited three CFP Board registered programs: Virginia Tech University,University of Missouri, and University of Wisconsin. It was my own little version of planes, trains and automobiles! During these visits, I ...
Just like in investing, there are certain risks in running a business - such as having a new planner leave your firm after you have put in many hours of recruiting, mentoring, and integrating them into your organization. There are a variety of reasons an employee might leave your firm that you cannot control, such as when they meet someone and get married, and either relocate to another area or choose to become a stay at home dad/mom. In this month's post, we are going to focus on the reasons a ...
Have you been guilty of hiring the 'Stud to Dud' candidate? You know, the one who shined in the interviews, but didn't deliver as expected once hired? You aren't alone! We hear this often from business owners who contact us for hiring assistance. Although there is no foolproof way to completely eliminate this from happening, here are some common pitfalls and behavioral biases than can unwittingly impact the process, and how to avoid them: Consistency Bias - All interviews should be ...
Last month we looked at the Introduction, Position Summary, and Current Responsibilities sections of a compelling job description(http://bit.ly/JDpart1of2). This month we will review the Future Responsibilities, Qualifications and Benefits sections. Future Responsibilities aka “what a hire can do if they meet or exceed expectations” - This is a key section that should be included, since it reinforces to the candidate that there is a true growth opportunity and if they do well, they can earn ...
A recent industry survey produced by Pershing forecasts that the financial planning profession will need to add a total of 237,000 new advisors across all business models over the next decade.* The demand for talented individuals entering the financial planning profession who can add value to your organization is at an all time high and climbing rapidly. There are several things financial planning firm owners can do to attract the best people, and having a compelling job description is a ...
Last month we looked at some tips on integrating new planner hires with clients http://bit.ly/Successpart1of2. This month, we will look at ways to ensure a successful integration of your new hire with your existing staff. The quicker your new hire can become acquainted with your current clients and acclimated with your current staff, the faster they will add value to your organization. However, changing the internal dynamics of your human capital talent portfolio can be challenging and needs ...
Once a business owner makes an investment in their organization to hire additional labor, it is in their best interest to ensure the new hire is integrated as quickly as possible. However, when incorporating a new employee into what usually is a familiar and comfortable environment for clients and existing staff, there can be internal and external challenges that must be overcome for a seamless transition. Here are some tips for addressing the external challenges that mostly revolve around ...
Hiring the employee who is the right fit is both an art and a science. When dealing with entry level candidates who have no prior work history or demonstrated career success, it can be difficult to determine who will be a great hire and produce a positive ROI. Further complicating matters is the fact that there are drastic differences between the graduates of various financial planning programs. Fortunately, there are things you can do to improve your chances of a good fit hire. We encourage ...
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