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7 Considerations for More Effective Financial Advisor Recruiting

Joanne Del Signore November 22, 2023

Smiling recruiter talking to financial advisor in interview

As the demand for financial advisory services continues to grow, effective recruitment is vital to meet evolving client needs. Advisory firms need to connect with top talent to provide the highest levels of service now and in the future.

But to reach top talent, you need to make sure your firm stands out, from the way you draft your job descriptions and structure your hiring process to the company culture you establish for existing employees.

To attract—and retain—talent in the financial services industry, here are seven considerations for your firm.

7 Things to Consider to Attract Top Financial Advisor Talent

1. Defining Your Candidate Profile

When it comes to recruiting top talent, it all starts with defining your candidate profile. This means being realistic about the skills and responsibilities required for the position. Because we tend to overestimate the qualifications needed, it’s crucial to be accurate and targeted in your job description. Doing so not only helps you grab the attention of potential candidates but also allows you to structure it for what they are seeking. In a competitive job market, a well-defined candidate profile can be the key to attracting the right candidates.

2. Building Your Employer Brand

Your employer brand is a powerful tool for attracting talent. Ask yourself why someone would want to join your organization. What are your company values that will resonate with potential candidates? Additionally, consider how you’re leveraging social media and your company culture to showcase your brand. A strong employer brand can make your organization stand out and appeal to the candidates you’re looking for.

3. Optimizing Your Job Postings

Where you post your job openings matters. Are you utilizing diversity job posting boards? Are you leveraging your professional network and associations related to your industry? Remember, it’s not enough to just post the job and hope for the best. To reach a wider and more diverse pool of candidates, it’s essential to put your job postings in as many relevant channels as possible.

4. Compensation and Benefits Strategy

Your compensation and benefits strategy is a significant factor in attracting top talent. Consider elements such as salary, commission, healthcare coverage, paid time off, and continuing education opportunities. Competitive and attractive compensation packages can make your job offerings more appealing to prospective employees.

5. Engaging Millennials and Gen Z

To effectively reach the younger generations, Millennials and Gen Z, it’s crucial to understand what’s important to them. Career development and company culture are often top priorities. They want to know that their voices matter, that the workplace culture is engaging, and that they can have a seat at the table. An up-to-date website, engaging social media presence, and positive reviews on platforms like Glassdoor can help in this regard.

6. Enhancing the Candidate Experience

The candidate experience plays a significant role in attracting and retaining talent. It starts from the moment a job post is published and extends through the entire interview process. Ensure candidates have access to the information they need during interviews and that your company culture is apparent. Respect their time and remember you’re not just evaluating them; you’re also selling your organization to them.

7. Showcasing Your Company Culture

Your company culture should be front and center throughout the entire hiring process. It should be authentically represented in the job description and every interaction with candidates. Attracting talented candidates is one thing, but retaining them requires an ongoing commitment to maintaining and promoting your company culture. Make it clear from the beginning what your organization stands for, and be sure to deliver on those promises throughout the employee journey.

Hire Top Talent to Differentiate Your Firm

As demand for financial planning rises, so does demand for top planning talent. To stand apart and succeed, it’s essential to take a strategic approach from the beginning, from crafting job descriptions to shaping the candidate experience and nurturing a company culture.

By addressing the seven considerations outlined here, your firm can not only attract top-tier talent but also create an environment where they flourish. In a landscape where talent is a valuable asset, staying ahead of the curve with effective recruitment practices ensures the growth and success of your financial planning organization.

DISCLAIMER: The eMoney Advisor Blog is meant as an educational and informative resource for financial professionals and individuals alike. It is not meant to be, and should not be taken as financial, legal, tax or other professional advice. Those seeking professional advice may do so by consulting with a professional advisor. eMoney Advisor will not be liable for any actions you may take based on the content of this blog.

Image of Joanne Del Signore
About the Author

Joanne Del Signore is the Head of People Experience at eMoney playing an essential role in creating and nurturing our strong culture; one that lets people perform at their best while achieving strategic objectives. She and her team support eMoney’s most important asset—its people—and the functions that help the organization thrive. She works with business leaders to build and manage a People Experience organization that reflects and supports the dynamic needs of the business.

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