The strategy outlined focuses on recruiting a high-performing team of financial advisors through targeted approaches. First, the strategy emphasizes identifying ideal candidate profiles by defining key skills and attributes, creating a detailed job description, and setting up a systematic scoring system. For instance, identifying advisors with strong communication skills or relevant certifications aligns candidates with the company's values.
The next strategy involves utilizing diverse recruitment channels. By leveraging LinkedIn, recruitment agencies, and industry events, the company expands its reach to potential hires. For example, engaging in university partnerships can tap into fresh talent pools, while social media broadens visibility.
Finally, the strategy includes creating a compelling value proposition. Highlighting career growth opportunities, competitive compensation, and flexible working arrangements attract top talent. Employee testimonials and success stories can showcase the company's vibrant culture and ethical commitment, enticing advisors to join.
The strategies
⛳️ Strategy 1: Identify ideal candidate profiles
- Define the key skills and attributes of an ideal financial advisor
- Create a detailed job description with clear expectations
- Identify preferred qualifications, including educational background and certifications
- Research industry benchmarks for performance standards
- Develop a personality and values assessment criteria
- Set up a scoring system to evaluate candidates systematically
- Review current team performance for skills and qualities to complement
- Consult with current successful advisors for additional input
- Align candidate profiles with the company's mission and vision
- Regularly update the ideal candidate profile based on market changes
⛳️ Strategy 2: Utilise diverse recruitment channels
- Leverage professional networks like LinkedIn to post job openings
- Engage recruitment agencies specialising in financial positions
- Attend industry conferences and career fairs to scout talent
- Establish partnerships with universities for entry-level recruitment
- Utilise social media to reach a wider audience of potential candidates
- Tap into employee referrals and offer incentives for successful hires
- Advertise in trade publications and financial newsletters
- Utilise online job boards specifically for financial roles
- Host informational webinars to attract potential candidates
- Implement a candidate management system to streamline recruitment
⛳️ Strategy 3: Create a compelling value proposition
- Highlight career growth opportunities and clear progression paths
- Offer competitive compensation packages and performance incentives
- Showcase company culture through employee testimonials
- Provide training and development programmes for continuous learning
- Establish a mentoring system for new hires with seasoned advisors
- Ensure flexible working arrangements and work-life balance
- Emphasise the company's commitment to ethical practices
- Share success stories and achievements of current advisors
- Present opportunities for professional networking and industry exposure
- Offer additional benefits such as wellness programmes and financial planning for employees
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
