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"A human capital strategy almost supersedes every other strategy in the marketplace."
"Our new hire is doing very well. She is fitting in nicely, has been effective in taking over some existing relationships, and has started to market our firm to prospective clients. Good job on the recommendation! "
Morgan Stone, MBA, CFP®
"We really felt we needed someone to guide us through the process of hiring our first new planner. The team at New Planner Recruiting is exactly what we needed. They gave us good advice from the beginning and guided us throughout the process. We felt very comfortable working with them as demonstrated abundant experience throughout the process. They presented a number of candidates to us and were excellent in indicating who might be a good fit for us. That person has now started with us and we are delighted!"
Martin Hopkins, CFP®
"We made her an offer which she accepted and we can’t thank you enough…she’s special and we never would have found her on our own."
John Augenblick, MBA, CFP
"New Planner Recruiting is much more than your standard recruiting firm; Caleb and his colleagues are basically an extension of our organization. As a result of the detailed diligence they performed on us, their knowledge of our industry, and the types of applicants they work with, they have been able to identify the right candidates for our firm with an extraordinarily high success rate. The days of looking through hundreds of resumes, or knowing five minutes into an interview that the candidate is a poor fit, are thankfully gone. Over the past two years, we have filled four positions with New Planner Recruiting, and most remarkably, we have yet to have an offer declined and all hires have been successful. Thank you!"
Eric Sontag, CFA
to reduce your hiring mistakes and minimize turnover.
Last month, we reviewed possible warning signs that your employees might be looking to leave. In this month’s article, we offer some suggestions and ideas for overcoming common reasons employees cite as their reason for leaving (which varies depending on whether they’re leaving the profession, or just leaving for another firm), in an effort to...
Unexpectedly losing someone in your organization is an unfortunate way to quash your business’s momentum and can become especially challenging during the usually slower summer months. Team members who have considered leaving you in the past and put their career prospects on hold to take vacations with their families, are going to start having a...
Years ago, when I started in this profession I remember firms doing some oddball things. One of them was hire someone after a brief meet and greet with very minimal interviewing and vetting. This worked out for a few but was far from a best practice. Mainly because there was scant time spent around assessing...
Many readers of this newsletter contact me directly with questions, comments, thoughts, etc. And while the response we usually provide is specific to the situation sometimes it might be generic enough to be useful to others. This month we are going to address three frequently asked questions. So here you are, three for the price...
Check out our recently-released 9-part course, “Building Your Dream Team: Recruiting, Hiring, and Retaining Talent in Financial Planning.”
You'll learn...
» How the financial planning industry is changing, and how that impacts your hiring lifecycle
» Our process for recruiting
» How to correctly make an offer to applicants
» How to attract rockstar hires that stay with your company
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