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Ep #97: Teacher Turned Financial Planner with Keith Wayne

Keith Wayne is an Associate Financial Planning Analyst at Mercer Advisors based out of Lynchburg, VA. He joins the show today to share how he transitioned from a 26-year career in teaching to become a financial planner. If you are coming from the education profession and want to successfully navigate the transition, this is an episode for you! Listen in as Keith talks about what originally got him interested in teaching, the valuable skills the profession taught him, and where he finds ...

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Aug19

Ep #95: Re-entering the Profession after Building a Successful Firm and Selling it with John Gugle

John Gugle is a Regional Growth Consultant with LPL Financial based out of Charlotte, NC. He joins the show today to share his career journey into financial planning, including how he was able to leverage his degrees in Japanese and Finance to get started with a consulting firm. Listen in as John shares how he was able to develop the trust of his co-workers who came to him for financial advice, as well as how he used his memberships in professional organizations to find a 2-year residency ...

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Aug17

How to Hire an Intellectually Curious Candidate

In the discovery process we take firm owners through to help them gain clarity on the type of person they are seeking to hire, one of the most sought-after characteristics our clients ask for is “natural curiosity”, or sometimes referred to as intellectual curiosity. In this month’s article, we will examine what natural curiosity is, how to identify these traits in candidates you might be recruiting, and the pros (and some cons!) of hiring an intellectually curious candidate. Simply put, ...

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Jun15

Training New Financial Planners

The financial planning profession has changed substantially since I joined almost 20 years ago. While these changes have been mostly for the better, we are still struggling with the hiring and training of new financial planners. I see it every day as CEO of New Planner Recruiting, each semester as an adjunct faculty member at the University of Georgia’s financial planning program, and as a CFP professional with a local RIA. Many of the smaller independent RIAs don't have the infrastructure, ...

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Apr15

Getting Your Offer Accepted- Part 3 of 3

This is the third and final part of our three-part series on how to get your offer accepted. Part 1 spelled out the table stakes, part 2, and this month we describe what some of the major differentiators are, and how firms are utilizing them to win over candidates who are considering multiple job offers. You can still find good people in this tight talent market so consider adding one or several of these if not already to get your candidate to say “yes”! Major Differentiators Head up ...

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Mar15

Getting Your Offer Accepted – Part 2 of 3

Last month, we looked at what constitutes table stakes in an offer letter. This month, we explore what minor differentiators look like and how some firms are using these to get candidates to say “yes” to their offer. Minor Differentiators Team-member-first culture - Every firm says they offer this, but there is a clear difference between the firms who have more of the mentality of “if it weren't for the clients, you wouldn't have a job.” When the truth is that if you didn’t have your team, ...

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Feb15

Getting Your Offer Accepted – Part 1 of 3

Hiring the right people for your firm can be a challenging time-consuming endeavor, especially in today’s talent market when job seekers have most of the leverage and multiple job offers to choose from. Hopefully you have not had a job offer rejected, but if you have - you aren’t alone. One recent research study by CareerPlug found that 58% of job seekers had declined an offer of employment. In this three-part series, we want to describe what we see each day as table stakes or the ...

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Jan14

Utilizing Finders, Minders, Grinders Effectively

Happy New Year! To continue to capitalize on the momentum you gained last year, start this year off right by making sure you have your teammates in the correct roles within your firm. Having the right person in the wrong fit role (the “wrong seat”) substantially detracts from any efficiencies and scale you have achieved. In our work with firms across the country, we see top candidates not be able to deliver top-tier results because, sometimes, they are in the wrong spot. In this month’s ...

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Jul14

Timing Your First Hire

Much of our time in hiring engagements with financial planning firms involves discussing team structure, role development, and overall hiring strategy. In particular, we spend a lot of time discussing with business owners about when they should hire, and for what role at various points in their business. Obviously, every firm is different and there are some variances, but many successful firms have followed this path. Nonetheless, below is a chart to help ensure you are ...

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Realigning Expectations in the Current Talent Market

Recruiting top talent is especially challenging right now. The last three consecutive quarters are as tough a talent market as I have seen in my 20 years in the profession. As an already tight, pre-Covid, talent pool is being squeezed even further by firms who put their hires on hold last year are now scrambling to make their 2020 and 2021 hires this year. Due to this surge of hiring, demand for talent has doubled, and talent supply has mostly stayed the same, further driving up prices, ...

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May10

Transitioning Clients to the Next Generation Planner Effectively Part 2

Last month we shared with you the reasons to hire a new planner and transition clients and in this month’s post we conclude our two part series with tips on when to transition clients, how to transition clients, and how to overcome pushback you may receive. When to Transition Clients Timing will differ - Every firm is different and not everyone will be ready to take on client relationships at the same time. It will largely depend on your service model, client type, ...

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