Displaying items by tag: financial

Remember when LeBron James declared his intentions to take his talents to South Beach?

Well, that emphasis on talent is no less significant in the financial services industry, emerging as a primary observation of Q1 of the year, according to kaizenrecruitment.com.au.

“It was interesting to note that salaries had noticeably stabilized, and an increasing number of clients are now striving to compete on culture and values as well as through enhancing their broader Employee Value Proposition offering,” the site stated.

Meantime, with the significance of the talent set omnipresent, the more things change….the more financial firms have to adjust their game plan in order to, well, remain competitive in the game, according to empaxis.com.

The impetus behind it all? You might lay it on the usual suspects, including these days following COVID and a terrain seemingly technology centric.

Now, when it comes to recruitment, several obstacles must be overcome in financial services. For one, the numbers tell a story. Staffing’s a concern for four out of five financial institutions, Then there’s age; the average financial advisor’s 55; while one fifth are longer in the tooth at over 65.

Get in line?

By adding direct indexing capabilities to its arsenal, LPL Financial Holdings recently joined the crowd of wealth management firms to take the plunge, according to zacks.com.

Direct indexing, of course, is a strategy that enhances tax efficiency and tailors outcomes for clients. It’s a formidable one two combo given its high degree of promise for advisors and investors.

"Financial advisors are always looking to help improve client outcomes and deliver personalized investment solutions," said Rob Pettman, the executive vice president of Wealth Management Solutions at LPL Financial. Investors today seek strategies that enable customization, helping them achieve diverse goals such as tax reduction and sector-specific preferences, he continued.

Mention direct indexing to advisors and, well, a few ears might perk up given the interest its stimulated among them, according to thoughtfulfinance.com. 

Direct indexing, of course, is hardly a one trick pony. The ability to simultaneously address multiple ESG area, not to mention flexibility and a choice on shareholder voting just begin to describe the benefits offered to investors by direct indexing.

What firm doesn’t need a pick me up; you know, from time to time? Well, you might want to try on a model portfolio for size, according to investmentnews.com.

Addressing part and parcel of the financial picture of a client’s key to helping advisors erect a business. 

Streamlining the management of the portfolio process – yet not to the detriment of client trust or the performance of a portfolio is an approach. One way to make it click is through the use of a model portfolio.

A few ways to go about it:

MODEL PORTFOLIOS FOSTER MORE EFFICIENT RELATIONSHIPS

MODEL PORTFOLIOS OFFER CONSISTENT ANALYTICS

MODEL PORTFOLIOS IMPROVE RELIABILITY

MODEL PORTFOLIOS PROVIDE BLENDED STRATEGIES TO IMPROVE CUSTOMIZATION

Consequently, probably not surprisingly, increasingly, model portfolios are finding their mojo, gaining greater popularity, according to smartasset.com.

The proof’s in the bottom line. According to Morningstar, as of March of last year, assets following model portfolios swelled to $349 billion. Between June 30 of 2021 and March 31 of last year, that’s a hopscotch of an estimated 22%.

A tricky path when it comes to attracting – and hanging onto talent – in the financial sector?

Oh, sure, if you insist.

In the aftermath of surveying 531 talent acquisition leaders across sectors in the name of its 2023 Hiring Report, goodtime.io recently released the report’s financial services edition, shining the spotlight on how they’re performing those initiatives despite the challenges.

A few need to know takeaways within the prism of this year’s obstacles in financial services hiring:

• Hiring Goal Attainment Fell Short
• Top Previous Change: Recruitment Team Turnover
• Layoffs Hit Financial Services
• Top Expected Challenge: Limiting Hiring Technology
• Competitive or Uncompetitive Landscape? You Decide

Oh, and here’s an idea: with an eye on top producers, make a deal they can scarcely refuse, according to linkedin.com.

Ah huh; now you’re listening. With both ears.With younger advisors turning up the heat on their demands, the importance of an up to date technology stack in order to lure potential talent is hardly lost on firms.

“Good technology is a game changer and committing to the tech of the future will be very attractive to those being recruited,” said Jim Frawley, CEO and founder of Bellwether.

Follow the leader?

Thing is, whether due to, for example, the pending retirement of its founder and current CEO or spurred by growth targets that have fallen short, your investment advisory firm needs fresh executive leadership, according to selectadvisorinstitute.com.

One of a number of questions you should ask yourself: should the new leader currently be a member of your firm or not?

Prior to arriving at a decision, bear in mind:

Three reasons to hire from the outside:

• Internal employees may lack the leadership ability
• It’s time for a shakeup
• Removing top talent from the competition

Three reasons to promote from within 

• Save time, not to mention, money
• Your firm’s already on the right track
• Retention and morale

The need for new talent in commodity management’s made all the more important to move off the back burner considering financial advisors managing assets valued at trillions of dollars are preparing to head into retirement, according to financial-planning.com.

Yet, it’s not an easy road for those breaking into the industry, reported Cerulli Associates. In 2022, more than 72% of early career "rookie" advisors didn’t break through and left the profession in the rearview mirror.