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How Do You Attract , And Keep , Next- Gen Talent ?
Comprehensive training is key . By Hannah Moore
IT ALMOST GOES WITHOUT SAYING THAT the financial planning profession is changing at an increasingly fast pace . Clients expect more personalized service , technology is reshaping how we work , and firms are scaling to meet increasing demand . In this new environment , hiring next-generation advisors is one of the most effective ways to prepare your firm — and grow it , if that is your goal .
But hiring next-gen talent alone isn ’ t enough . Without a structured , comprehensive training program , even the most talented hires can struggle to deliver the value you expect . If you want to prepare younger hires to represent your firm , deliver quality advice , and help you achieve long-term growth , you ’ ll need to offer them comprehensive training .
Why Next-Gen Talent Is Critical
Next-gen advisors have much more to contribute than a recent certification or newly minted college degree . They bring the following things :
• Fresh perspectives : Younger advisors often adopt new technologies quickly ( as do many career-changers ) and understand the expectations of millennial and Gen Z clients , helping your firm stay ahead of the curve .
• Operational relief : By using next-gen talent in client engagements and junior roles , you allow your senior team to focus on high-level strategy , reducing burnout and increasing productivity .
• Scalability : As client demand grows , next-gen hires give your firm the capacity to scale , ensuring you meet client needs without sacrificing quality .
The benefits of hiring next-generation talent are extensive — but these younger professionals can only deliver these benefits if they ’ re well-trained . Without a strong foundation , they may struggle to navigate client interactions , handle complex planning scenarios , or operate to your firm ’ s standards .
Attracting Next-Gen Talent
Before we can talk about next-gen talent training , we need to talk about how firms can attract highly valuable candidates . It ’ s no longer as simple as putting out a job ad and finding great candidates , no matter how your firm operates .
There is a big shift happening in most of the job market that some firms and owners may underestimate : Young talents aren ’ t just looking for jobs . They ’ re looking for a culture they align with . They ’ re looking for a place that is transparent about expectations , pay , values and training . They ’ re also looking for development . Whether they ’ re recent graduates or career-changers , these professionals want to know : “ How are you going to train me ?”
For career-changers , especially , training is critical . People transitioning from established careers expect a structured process to help them succeed in financial planning . If they don ’ t
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