WHAT YOU CAN EXPECT

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• Have clarity around the roles and responsibilities for the New Hire

• Identify the best way to create awareness of the position you are hiring for to maximize the number of well-qualified candidates who apply

• Have a standard New Hire process in place to effectively manage and track all preliminary screening for potential candidates

• Implement a thorough approach to interviewing and assessing potential candidates to ensure you make the best decision possible in an unrushed, unhurried manner

• Use a professional process to ensure you make the best hiring decisions going forward

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HOW TO GET STARTED

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We recognize that the circumstances and standard policies related to New Hires may be different for Advisors based on the firm they are with however it is important that in all cases we follow all HR Policies & Regulations.  If you are not sure of what these are, consult Management or the HR division of your firm.

 

Clarity on Roles & Responsibilities of Your New Hire

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1. Ensure you have an accurate and up-to-date Job Description mapped out for the New Hire.

   • If you are replacing a current position and there are no changes to the roles & responsibilities, use the Job Description you have currently.

   • If you are replacing a position and there are changes to the roles & responsibilities, identify these changes first on Your Advisory Blueprint, and then ensure they are reflected in the Job Description.

   • If you are creating a new position, be sure to carefully identify what the New Hire will be responsible for on Your Advisory Blueprint, and from there, create your new Job Description.  If you are blending from other positions, you may be able to readily copy, paste and do some minor customizations.

2. If the New Hire’s role and responsibilities will affect or change the roles of existing individuals on the team, it is important you have a discussion with those individuals in private, ahead of posting the position.

3. Have your Job Description approved prior to posting, if required.

 

How to Find Potential Candidates

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1. To reach the widest audience of potential candidates, you will want to post your Job Description in a variety of places, which may include the following:

   • Internal Firm Postings on the Intranet

   • External Firm Posting on a variety of job search providers such as Indeed.com

   • Your Website

   • Your LinkedIn Profile

2. We also recommend you share this information with your professional and personal networks as some of the best hires come as recommendations from people we know, like, and trust.

 

 

Interviewing Potential Candidates

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1. Be sure to identify who on the team is responsible for the New Hire Process.

   • It may be an Advisor(s), Business Manager, Operations Manager, or someone else.

2. The individual responsible can effectively manage and track this entire process using The New Hire Checklist.

3. Carefully screen the resumes based on experience, education, and overall quality of the resume, including written communication and presentation style to identify suitable candidates.

4. Contact suitable candidates for a first interview which is to determine initial fit.

   • Refer to The Initial Screening Process for additional guidance here.

   • Customize the Initial Interview Agenda and use this with your candidates.

5. For those who make it through the initial fit phase, you can have some interim measures to firmly assess fit including:

   • Meeting the other individuals on your team to ensure there is a consensus, as well as providing input to the rest of the team on this important decision – especially those who will be working closely with them on a day-to-day basis.

   • Have the candidate complete a Kolbe, Myers Briggs, or DISC Assessment to ensure their personality profile is a good fit for the role they are applying for:

     • www.kolbe.com

     • www.myersbriggs.org

     • www.everthingdisc.com

   • Give the candidate an assignment to complete related to the role they are applying for so you can assess their ability to meet deadlines and complete work to standards which meet your expectation.

   • If you are hiring someone with a license, there will be a series of due diligence steps related to their licencing, their regulatory & compliance standing, and this includes any client complaints you will want to vet thoroughly and carefully.

   • Complete a Criminal Record Check (CRC).

   • Do a basic Google search to see what comes up related to this individual.

   • Any combination of, or all the steps listed above.

6. For those who make it through your second level screening, you can invite them to the final interview to validate they are a good fit for the position and the team. 

   • Refer to The Final Screening Process for additional guidance here.

   • Customize the Final Interview Agenda and use this with your candidates.

7. Once you have identified the chosen candidate, notify them you are preparing the offer.

8. Thank all other final candidates and wish them all the best in a professional email follow-up.

9. Send the Letter of Offer to them within a week of making your decision.

   • If required, get firm or branch management approval first.

   • Check with your HR department for a Letter of Offer template.

10. Once the offer is accepted, you are ready to move onto the next phase – New Hire Onboarding!

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