strategic-hr

Relationship-Based Talent Acquisition

Our client, a national financial services wirehouse, tasked its branch managers and executive directors with recruiting financial advisors with robust books of business to their respective branches. The challenges were threefold: First, the people in those roles were already hard-pressed to meet the many operational demands of running a branch. Second, these markets are extremely competitive. Third, firms and managers must build relationships with potential recruits months (sometimes years) in advance to compel them to move.

We created the Talent Pipeline Program™, a one-to-one relationship nurturing program in which we systematically identified ideal candidates and conducted outreach to those individuals through digital channels on behalf of executive directors and branch managers across the nation. We provided unique and authentic messaging, outreach tracking, and timely follow-up with potential recruits.

TThis effectively built awareness for our clients, helped them build rapport with key individuals in their market, and laid the groundwork for them to meet with those individuals in person. On average, our efforts enabled each client to recruit 1.5 advisors, each managing an average of $50-100 million in financial assets, within each six-month period of our engagement.

strategic-hr

Repositioning for Talent Acquisition and Retention

Collection agencies have a reputation for toxic culture and high-pressure work environments. Our client, a collection agency with a unique and compassionate approach to collections, was struggling to attract people with the right temperament and values. Posting on digital job boards led to a high volume of unqualifies applicants. HR and hiring managers were overwhelmed with screening, and constant understaffing meant that quality team members were over burdened and turnover was high.

We interviewed staff members, supervisors, HR leaders and c-suite execs to identify who the best employees were and why. We learned how ideal employees came to learn about the company, what attracted them, and what they most enjoyed about their roles. We found that the most effective team members had compassion and empathy traits in common. They relished the opportunity to help people improve their lives and get out of debt.

By developing a profile for the ideal employee and creating a separate marketing strategy focused solely on recruitment, we reduced the number of incoming inquiries by 50%, while doubling the number of qualified inquiries. The HR team was able to redirect valuable time toward face-to-face interviewing. Turnover improved drastically, ensuring the best people stayed on board longer. The number of jobs open at any given time was reduced by 75%.