Transcript 2014 BrokerHunterU Session 1 - Financial Services Employers.

A Curriculum in
Recruiting Top FA Talent
Session 1: What Exactly Are
Top Financial Advisors
& Why Are They So Hard to Recruit?
Career Fitness
What’s Our Goal?
Adding a New Skill

The Conventional Approach
• Avis Recruiting

Violates the Golden Rule of Recruiting
• What you do to recruit top talent will also
recruit mediocre talent, but the converse
is not true

The goal: add the skill of “everyday
headhunting”
Inadvertent Missteps
3 integrated processes covering 16 touch points that influence 1 hire
Sourcing the
Candidate
Evaluating the
Candidate
1.
E-Brand statement
2.
Advertising venue selection
3.
Social media sourcing
4.
Brand and Job advertising
5.
Application method/feedback
6.
Career site design/mgmt
7.
Pre-qualifying screen(s)
8.
Assessment test(s)
9.
Interview logistics
INTEREST
EDUCATION
10. Interviews
11. Feedback/status information
12. Background checks
Selling the
Candidate
13. Relationship building
14. Offer communication
15. Post offer communication
16. Reinforcement
ENGAGEMENT

Who Is the Target?
Target Demographic
Career Activists
16%
Active
Job Seekers
68%
16%
Non-Job
Seekers
Passive Job Seekers
Shared Views & Values
• Millennials
• 75 million
• Gen Xers
• 51 million
Career Activists
• Boomers
• 76 million
Career Activists

A distinction that’s more than semantics
• Never ever look for a job
• Know who they are
• Expect you to know too
• Almost always employed
• Listened to their mother
• Smart consumers
The Spectrum

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Impulse Shoppers
E-branding
Recruitment
advertising
Referrals
Pipelining
Optimizing the
candidate Experience

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Scientific Shoppers
E-branding
Cybersleuthing
Networking
Recruitment blogging
Online social
communities
Optimizing the
candidate experience
Walk the Talk
3 integrated processes covering 16 touch points that influence 1 hire
Sourcing the
Candidate
Evaluating the
Candidate
1.
E-Brand statement
2.
Advertising venue selection
3.
Social media sourcing
4.
Brand and Job advertising
5.
Application method/feedback
6.
Career site design/mgmt
7.
Pre-qualifying screen(s)
8.
Assessment test(s)
9.
Interview logistics
INTEREST
EDUCATION
10. Interviews
11. Feedback/status information
12. Background checks
Selling the
Candidate
13. Relationship building
14. Offer communication
15. Post offer communication
16. Reinforcement
ENGAGEMENT

Top FA Behaviors

They do go to some job boards
• But not to General Purpose or Gen 1
sites

They do look at some job postings
• But not those that are a modern medical
miracle

They do visit some corporate sites
• But not those that treat them like
“generic candidates”
More FA Behaviors

They do visit social media sites
• But not to network as if it were a
“contact sport”

They are influenced by e-brands
• But not those that sound like a jingle for
a jewelry store

They do engage with others online
• But not to commiserate with active job
seekers
The Bottom Line

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Recruitment advertising
Networking
Online social communities
Referrals
E-branding
Pipelining
Optimizing the candidate
experience
Cybersleuthing
Recruitment blogging
Channeling
A Tailored Campaign
Best & Next
Practices
Thanks for Attending!