Tom Rasmussen is a Financial Advisor at BlueSky Wealth Advisors, and he joins the show today to discuss how he fell into his career as a financial planner and why he left a great fit firm after they were acquired. If your firm has been acquired and is no longer a good fit for you, you won’t want to miss this episode! Listen in as Tom shares his journey of how he stumbled upon his career by luck through his academic advisor, how he landed his first job at a large financial services firm while ...
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THE RIGHT PEOPLE FOR YOUR TEAM
A trend we continue to see in the hiring landscape are firms lacking clarity around who they are trying to hire. This month, I want to discuss the thought framework an owner should employ before hiring a new planner. Part of that thought process is to resist the temptation to hire an exact copy of themselves and over-emphasize the business development component and skillset. However, notwithstanding the consensus view from consultants that having a bunch of people in an organization with ...
Avoid These Mistakes So The Candidate Says ‘Yes’ To Your Hiring Offer
During the last year, if you have had a smooth interview process and made a successful hire, congratulations because many did not have the same experience. The market of available young talent continues to be very limited, and now more firms are hiring due to improving stock market conditions. Furthermore, you will probably not have as many people interested in your role as you may have had in the past. Due to the plethora of openings stemming from the growth of the profession, job ...
Quash Quiet Quitting
You have probably heard the term “Quiet Quitting” by now. It is seemingly ubiquitous when describing the labor force post-Covid. Quiet quitting, or quitting-in-place, is really a fancy name for a problem that employers have dealt with for centuries: lack of employee engagement. When team members are “quiet quitting”, they are only doing the minimum to collect their salary, and it can be disruptive to any organization by slowing growth and damaging culture. Quiet quitting can take ...
What New Planners Want Part 2 of 2
Last month, we looked at what new planners are seeking from the culture of the organization they join. This month, we are going to review what they are looking for from a compensation and benefits perspective. See below for the most commonly cited components of what new planners are seeking from their employers that we have compiled from thousands of conversations with new planner job seekers over the last couple of years. Compensation and Benefits We realize some of these ...
Turning Employee Resentment to Contentment
“I’m tired of working so hard for my boss, who is never here, so they can drive a Tesla!” We heard this recently from an employee at an advisory firm. It certainly isn’t the first time we have heard of employees resenting their bosses, but it is seemingly becoming more common. In this case it wasn't really about the Tesla, it usually isn't - it was mounting frustration driven by several underlying issues. Keep in mind at the end of the day it is your firm and you can drive whatever you ...
How to Prepare for Time Out of the Office Like a Pro
Summer is here, and most people are finalizing vacation plans. For many new planners, this is the first time they have had to schedule a vacation with an employer. As such, one of the questions we get often from new planners is how to navigate taking a vacation or scheduling time away from the office. Most firms encourage their employees to take time off but there are procedures that need to be adhered to. -Communicate your intentions well in advance One of the biggest mistakes we ...
First 3 Things to Delegate to Your New Planner
Often times hiring firms are unsure of where to best utilize their new hires. In this month’s article, we will discuss the first few tasks you should delegate to your new planner to help your firm grow and to retain your new hire for the long term. Due to a previously existing shallow talent pool and the recent Talent Realignment, hiring is especially challenging right now. If you are successful in having your offer accepted, ensure you are getting the maximum return on your new ...
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 ...
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 ...
How to Handle Rejection in the Interview Process
Searching for a job can be stressful and emotionally, physically, and mentally draining. Landing a good fit advisor track role at a top-tier financial planning firm requires job seekers to put maximum effort into the application and interview process. For many job openings in the financial planning profession, several qualified candidates are vying for only one opportunity, which means a qualified candidate can do everything “right” and still not receive the job offer they were expecting.. How ...
Virtual Work and Flexibility: Separating Fact from Fiction
Virtual work is here to stay and can be a great fit for a lot of job seekers. One of the main reasons job seekers cite preference for virtual work is the flexibility. However, virtual and flexible don't always go together! Workplace flexibility can be defined several ways: flexible hours, unlimited vacation, the ability to set one’s own schedule, reduced hours for reduced pay, paid leave, sabbaticals, etc. We find that job seekers often equate “virtual” with “flexible”. These two terms, however, ...