During the normal business year, there will often be a need to replace or add a team member. Before 2020, this was a daunting task, but in a remote world, it can feel overwhelming. To help you navigate the virtual recruiting landscape, we’ve compiled a list of our best tips, many of which will work no matter what is happening in the market.

Start with the end in mind

Begin by asking yourself a few questions; what are you looking for? Do you need an in-office team member? Full time? Part time? Could they work entirely remote? Assess the need in your practice and what you are looking to fill. Just because someone has left does not always mean their role needs to be filled.

Create a job description

After you have decided what you need, complete the job description. Capturing all the needs the role will fulfill and any expectations you have for the position. Use this as your score card when hiring. Will the candidate be able to complete this role? If they are new to the industry, are they coachable and able to learn quickly? The right candidate may not come with all of the knowledge and skills, but will have the ability to develop those skills and to bring the right attitude to the team.

Honesty is the best policy

Be honest with yourself on what you need and are willing to pay for the role. When interviewing, ask the appropriate questions to get a good idea of whether or not the candidate will be a good fit. If working remote does not work for you, or you require in person training, be honest with the candidate so you both know what the expectations are before they come onboard.

Incorporate your values

Share your values and the mission of the practice with the candidate. Your mission and values set the standard for your practice. This will give the candidate insight to whether they would be a good fit within your team and will be able to deliver on the brand promise your practice has made to its clients.

Bring in a professional

When in doubt, hire a professional. You may specialize in finance, but not necessarily in human resources. If you need some support, reach out to a service to help. Whether your need is through role crafting, interviewing, or generating candidates to choose from, outsourcing your recruiting need can take the burden of hiring off your plate.

Take The Guesswork Out Of Recruiting

Our dynamic hiring process and professional recruiters will help you find the ideal candidate to fill your most pressing needs.

About the Author: Ben Thelen

Ben Thelen serves as Vice President for Key Management Group. As a former financial advisor, Ben brings an intimate knowledge of the inner workings of a financial practice together with sound practice management principles. He uses this knowledge to help advisors identify key gaps and opportunities, design practice management systems, and implement solutions to help advisors improve client experience, practice efficiency, and drive growth.

Share This Post

Subscribe to Keys to Success

Receive timely articles and news on upcoming webinars and events by subscribing Keys to Success.


For articles and white papers on acquisitions and successions, please go to our sister site Advisor Legacy.

Related Posts

  • Your financial advisor practice is growing, and to keep growing you know you need help. Many advisors who reach this point believe the next move is to hire an AFA. Unfortunately, this is one area where many advisors make their biggest– and most costly–mistakes. Before pulling the AFA trigger, ask yourself these questions.

    Are You […]

  • Many advisors venture out on their own in order to grow a vibrant book of business. As the client roster grows, the need to bring on more help to manage clients also grows. But the skills that make you a great financial advisor do not make you a great practice leader. To effectively transition from […]

  • Your practice will go through many stages of development as you start, grow, and eventually leave the business. In order to successfully develop your practice along the way, it’s important to know where to focus your efforts and what your practice should look like in each stage.

    Typically, a financial practice will go through four stages […]

  • There are many elements that define the success of a practice–the quality of clients, delivery of service, recurring revenue, and more.

    Ultimately, the value of a practice comes down to profitability. A number of factors affect profitability, but one of the most significant is the amount of resources spent supporting low value clients.

    Generally speaking, any investment […]

  • As your practice grows, you may find yourself considering bringing on a Junior Advisor to help you manage your book of business so you can keep your focus on growing and building the practice.

    Ideally, this arrangement should help you not only grow in volume, but also improve the profitability and strength of your firm. Unfortunately, […]