The Challenge
This engagement was intended to focus on Large Main Street Bank's next generation of Financial Advisors, in order to generate an immediate guidepost for critical work in flight. The business was particularly interested in understanding how to best recruit, meet expectations and support their needs to grow the programs substantially over the following 4 years.
Timeline – over 12 weeks, we collected 24 potential recruits perspectives through a diary study. Scouts completed a screener and four missions between May 31, 2017 – June 16, 2017.
Methodology - Of 432 people screened, we recruited 24 scouts ages 21 to 44 within the Financial Services industry and similar industries (e.g. Healthcare, Education, Real Estate, Technology, US Government, Engineering) who work in customer relationship / client support roles, and currently embody key attributes we look for in prospective Next Gen Advisors.
Findings - The four roles were not being positioned for success, as the recruits perceptions of what the role would be like did not match the lived experience of people currently working in the role.
“What do people need to come work with us?”
Afterwards
Since people have preferred work styles towards role attributes, and the work style matters more than the role itself, the recommendation was to begin screening for work style preferences, to see if there is an increase in role satisfaction and retention. A Managing Director was hired and tasked with implementing these findings into the marketing, communications, and recruiting portions of the Large Main Street Bank Next Gen Talent program.
Core Team: Amanda Andres, Matthew Kaufman, David Bishop, Brett Leber, Jenn Moore