Blog

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 ...

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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 ...

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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 ...

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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 ...

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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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Contact For Immediate Release Caleb Brown, MBA, CFP® Phone: 1-888-666-1021 Email: cbrown@newplannerrecruiting.com New Planner Recruiting Launches Most Comprehensive Screening Service In The Industry For Evaluating New Financial Planners New Service Will Combine Comprehensive Criminal, Background And Reference Checks with Personality Profiles and a Proprietary Financial Planning Knowledge and Skills Assessment July 29, 2013 - Due to popular demand, financial planner search-and-hiring ...

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For some organizations the Millennial generation (born between 1978-2000) is a long awaited solution for a young tech savvy, agile workforce; however others struggle mightily with this generation. For firms that have embraced the Millennial mindsets of technology, social media, work/life blend, and working for purpose, the fact that Millennials will make up 50% of the workforce by 2020* is a welcome sign. For others, this generation can be a management nightmare, as words such as entitlement, ...

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At FPA NorCal last month, I was asked several times what firm owners should do to ensure their new planner employees will stick around for more than a couple of years so they have a chance to recoup the investment of developing their next generation of planners. There are many avenues a firm can take to integrate, cultivate, and retain new planners. Here are a few strategies from firms that have experienced success in employing new planners. Client Meetings:  Firms who integrate their new ...

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One step in our process of assisting financial planning firms to find great people who are a good fit is to confidentially interview non-owner key staff members to garner multiple perspectives on the culture and needs of the firm. When interviewing these key staff members, I often get a lot of interesting feedback about their perceptions of the company, the culture, and their supervisor(s).  This month’s article looks at 5 things employees say they wish their superiors knew, but can’t tell ...

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When I visit CFP Board registered programs, the faculty and administration want to know how their program (i.e. students) compare to other programs and what they can do to improve.  The fact that they are asking the questions is a positive direction and a sign of things to come as more and more program directors continue to craft programs to produce graduates who will meet firm owners’ needs. Below are some of the exciting best practices I see being adopted in a few schools, along with my ...

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Last month after my southwest Washington/Portland FPA Mid Winter Conference Keynote presentation, I took four additional plane flights (and hotels, and rental cars!) to visit four CFP Board registered programs in the West:   Utah Valley University, Colorado State University, California State Northridge, and San Diego State. It was my own little version of planes, trains and automobiles! During these visits, I interviewed dozens of students, spoke to a handful of PhDs (faculty members, college ...

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There are numerous benefits to involving your new planner in client meetings. These include increased leverage of firm owners’ time and client relationship scalability, quality of life improvement, profitability, and enhanced client experience.  There are some common myths that can often overshadow these benefits though.  This month’s post addresses the top 5 myths of integrating new planners into client meetings so firm owners can get their new planner(s) started down the right path to ...

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