Displaying items by tag: recruiting

In an article for ThinkAdvisor, John Manganaro shares some concerning research that shows most advisors are not preparing for succession planning and that it poses a significant threat to the industry. It’s also commonly cited as a risk by the leaders of various advisories as there are forecasts of a massive wave of retirements by advisors over the next decade.

Many are incorrectly assuming that they will be able to gracefully exit the business and hand over their clients to the next generation. Yet, this is easier said than done since it assumes that the incoming advisor will have the talent and ability to serve clients and help them reach their financial goals. 

There are additional challenges such as many clients may not be comfortable with younger or newer advisors and elect to go elsewhere. Often, relationships between the retiring advisor and the newer one can fray over questions about leadership, compensation, and the financial structure of the new arrangement. 

It’s ironic because advisors intuitively believe in long-term planning to help their clients reach their goals. Yet, many are not doing the same for their practices.

Finsum: Financial advisors need to embrace long-term planning to ensure a successful exit with the same diligence that they help their clients build a plan to reach their financial goals.

Client turnover and attrition is a reality for every financial advisor. In order to combat this entropy, advisors need to have a marketing plan, generate leads, and build a pipeline of prospects. For many advisors, this is something they don’t enjoy as they get into the business because they enjoy analyzing investments and servicing clients. 

However, this type of discipline is necessary to ensure that your firm keeps growing. In an article for Nasdaq.com, Luke Acree, the President and founder of ReminderMedia, discusses some ways that financial advisors can generate leads which is the first step in growing a practice. 

The simplest step is to ensure that you are providing proper and full attention to existing clients. A good idea before embarking on a growth plan is to ensure that your current clients are satisfied. This also increases the chances of getting a referral which tend to be the highest-quality leads. 

Building on online presence is a strategy that will pay off in the long-term. In the short-term, there is little return for your efforts, but it’s increasingly how younger generations will find you and make decisions. Ensure that your profiles are professional while displaying your personality and unique offering. 

Finsum: High-quality leads are integral for any financial advisor practice to grow. Here are some suggestions on how advisors can ensure a steady stream of leads to help build their pipeline of prospects. 

At Morgan Stanley’s annual US Financials, Payments & Commercial Real Estate conference, CEO James Gorman said that the bank is no longer relying on financial advisors recruiting for growth. 

Gorman sees future growth coming from the ‘funnels’ that Morgan Stanley has built which it sees as key to the next $1 trillion in assets it aims to bring over the next 3 years. After a fevered pace of advisor recruiting, the company is seeing minimal movement other than small teams coming and going. 

As part of the changing landscape, Morgan Stanley will only be recruiting high-quality teams with substantial assets. This does affect the marketplace given that Morgan Stanley has been one of the most aggressive in terms of recruiting over the past couple of years. 

Overall, the bank is moving towards a more holistic, comprehensive strategy when it comes to acquiring assets. In the first quarter, it added $110 billion in new assets. $28 billion came from workplace channels, $20 billion came from advisors hired away from struggling regional banks, and the majority of the remainder came from existing brokers. 

In the future, Gorman sees the workplace channel as being its most significant source of growth, especially given that the cost of luring advisors continues to increase. 

Finsum: Morgan Stanley has been a leader in advisor recruiting. But, this is changing as evidenced by CEO James Gorman’s recent comments.

For RIAIntel, Holly Deaton discussed the findings of a research study which showed that often advisors are getting in their own way when it comes to growing their practice and effectively serving their clients.

In 2022, about 20% of financial advisors saw a decline in assets under management according to a study from Janus Henderson. The research also showed that many advisors are not being aggressive enough when it comes to asking existing or potential clients for new business due to the fear of being seen as too pushy. 

However, advisors need to move past these fears if they want to successfully grow their business. And, most advisors struggle with adding new clients and growing assets under management. In contrast, successful firms have a culture of growth and consistently take proactive steps to ensure a robust pipeline of future clients. 

In addition to these factors holding back advisors, only 30% of advisors have a business plan in place, while only 25% have marketing material that is targeted towards their ideal client. This is despite 93% of advisors agreeing that a business and marketing plan are essential to growth. 

Overall, advisors need to do a better job of aligning their actions with their goals. And, the key to accomplish this is overcoming psychological hurdles of appearing too pushy and spending less time on client service and portfolio management.

Finsum: Many financial advisors are falling short of reaching their business goals due to some psychological hurdles. For instance, advisors agree that it’s important to have a business plan but only a minority actually do.

In an article for InvestmentNews, Bruce Kelley covers how Goldman Sachs and Citigroup are looking to bolster their wealth management divisions. In this sense, these banking giants are behind their peers like Morgan Stanley and UBS who have been quite aggressive in recruiting financial advisors.

Currently, these efforts consist of recruiting experienced advisors, training younger advisors, and acquisitions of thriving practices. One challenge for Citi and Goldman Sachs is that recruitment of advisors is quite competitive, leading to higher prices and more generous terms. Additionally, technology has also given more tools and capabilities to advisors, shrinking the gap between megabanks and smaller practice. 

Despite this, Wall Street banks continue to see wealth management as an area of growth. On a recent earnings call, Citigroup CEO Jane Fraser said, ““We see a lot of potential for growth in Asia as we fill in the coverage across the full wealth spectrum there. We will be scaling up in the U.S. by building out the investment offering and cross-selling into our existing and new clients across the country.”

Similarly, Goldman sees its future growth opportunities coming from hiring more advisors. It’s looking to add to its stable of 1,000 financial advisors for wealthy clients in the US and internationally.

Finsum: Advisor recruiting has been heating up over the past decade. Goldman Sachs and Citigroup have fallen behind their peers but are looking to increase their efforts in the coming quarters.