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© Peak Advisor Alliance Page 1 of 10
© Peak Advisor Alliance Page 2 of 10
RECRUITING TALENT QUICK START GUIDE
Date & Initial When
Completed (or N/A)
Search for Candidates Before your search begins, make sure you can clearly articulate your
employee story. o See the document titled Building a Compelling Story for Current
and Prospective Employees in the Resource Library or within the lesson titled Recruiting Talent to develop your employee story and articulate within your job description and during interviews. Building a Compelling Story for Current and Prospecting Employees
Place an ad on LinkedIn (www.linkedin.com) using the job descriptions created in the lesson titled Craft Effective Job Description, or by searching the Resource Library.
o Use other online job search sites such as CareerBuilder (www.careerbuilder) or Monster (www.monster.com) if you’d like. In our experience, the applicants from LinkedIn are generally more professional and interested.
Develop an employee referral program to reward your top performers for introducing the practice to additional top performers.
o See the Employee Referral Program Tool in the Resource Library or within the lesson titled Recruiting Talent. Employee Referral Program Tool
Goals 1 ‐ 2Due: 7‐14 Days
Begin Quick Start Guide
Search for Candidates
Review Resumes
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If searching for an Associate Wealth Advisor or a Wealth Plan Specialist: o Search for CFP Board registered programs in your area. This is a
rich ground for graduates eager for experience in a practice just like yours. Fidelity offers access to advisors through the CFP Board Career Center. See the CFP Board Career Center document in the
Resource Library or within the lesson titled Recruiting Talent.
CFP Board Career Center
o Take advantages of Fidelity’s discounted offering with Financial Media Group’s Advisor DirectConnect database of over 650,000 registered reps and 28,000 RIAs. See the Advisor DirectConnect Fact Sheet document in
the Resource Library or within the lesson titled Recruiting Talent.
Advisor DirectConnet Fact Sheet
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o Other areas to look for these positions are: Contact your local Financial Planning Association
chapter and let them know you have a job available. They may have a newsletter you can advertise in, or they may allow you to attend a meeting and make an announcement. Use the FPA website (www.fpanet.org) to find an FPA chapter in your area.
Advisors who may not be cut out for this business on
their own, because they aren't good at Client acquisition, may make wonderful Associate Wealth Advisors or Wealth Plan Specialists. These individuals have their licenses, may have received great training from other firms, and can bring new ideas to your practice, plus, appreciate the importance of Client acquisition. Keep your eyes and ears open to find these individuals.
Look within your own office for those who provide great customer service to your existing Clients.
Hire a an outside firm to help you fill key positions within your firm o A Search Firm can be of great assistance in the initial resume
and interview process. See Guidelines for Engaging Search Firms in the Resource Library or within the lesson titled Recruiting Talent. This document also includes a Search Firm Reference Checking Form to help you select the correct search firm. Guidelines for Engaging Search Firms
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o Utilizing a firm like Advisors Ahead can alleviate resume review and interviewing, but also provides training and mentoring for the next generation of talent. Advisors Ahead – Discount Alliance Details
Notify your personal and professional network you have an open position and what qualifications the ideal candidate should possess. Reach out via your social network (e.g., Facebook, Twitter, etc.).
Review Resumes
See the Resume Review Checklist in the Resource Library or within the lesson titled Recruiting Talent. Resume Review Checklist
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Conduct Interviews See the Interview Flow Chart in the Resource Library or within the
lesson titled Recruiting Talent. Interview Flow Chart
Conduct a 15 – 20 minute phone interview to ascertain if the candidate is someone you want to meet in person.
o For all resumes selected for a phone interview, ask similar questions to make side‐by‐side comparisons easier. Use our Sample Interview Questions in the Resource Library
or within the lesson titled Recruiting Talent.
Sample Interview Questions
For additional interview tips including questions to get answers about past performance as a clue to future performance, review the document Interview Guide in the Resource Library or within the lesson titled Recruiting Talent.
Goal 3Due: 28 Days
Conduct Interviews
Use Assessment
Tools
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Interview Guide
Prior to the in‐person interview, ask the applicant to complete an Employment Application. See our Sample Employment Application in the Resource Library or within the lesson titled Recruiting Talent. Please be aware that no Employment Application, including this one, should be used until reviewed by your attorney for adherence to local and state laws. Sample Employment Application
Conduct in‐person interviews using the Sample Interview Questions above with the exception of the questions already asked during the phone interview.
o Listen to answers to questions, but also look for other details such as: Attitude Promptness Eye contact Handshake Posture Body language Appearance and manners Presence and poise Speech pattern Relevance of questions Confidence Professionalism
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Taking responsibility for actions Knowledge about position and firm
o Schedule this appointment for one to two hours, especially if you will ask the applicant to run through assessments (discussed below).
o Consider including other team members in the interview process, especially those who will work closely with the new hire. This can be accomplished by scheduling lunch after the formal interview.
Administer Assessments See the Assessments Guide in the Resource Library or within the lesson titled Recruiting Talent
for assessments to gauge: Assessment Guide
o Behaviors and Motivators o Cognitive and Problem‐Solving Ability o Writing Skills Use our Applicant Paragraph Question in the Resource Library
or within the lesson titled Recruiting Talent. Applicant Paragraph Question
o Client Service Skills Use our Applicant Client Service Aptitude Test in the Resource
Library or within the lesson titled Recruiting Talent. Applicant Client Service Aptitude Test
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Make an Offer At this point if you haven’t yet established a compensation package,
review the lesson titled Recruiting Talent.
See the Applicant Offer Letters in the Resource Library or within the lesson titled Recruiting Talent. Applicant Offer Letter
o We recommend making your offer contingent on a clean background check. There are many companies who conduct background checks for a small fee. A couple of recommendations are Hirease (www.hirease.com) and Backgrounds Online (www.backgroundsonline.com). You must have the applicant complete an authorization form in order to legally conduct the background check. See the Authorization Form for Consumer Reports in Digital
Fortress’ Resource Library or within the lesson titled Recruiting Talent. Authorization Form for Consumer Reports
Goals 4 ‐ 5Due: 35 ‐ 365
Days Extend Offer
Send Rejection Letters
Complete Q12
Annually
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Send Rejection Letter(s)
To professionally communicate your decision to individuals who didn’t get the job, see the Applicant Turn‐down Letter in the Resource Library or within the lesson titled Recruiting Talent. Applicant Turn‐down Templates