Discussing Planning With Prospective Employees

October is FINANCIAL PLANNING month. Most practices in the industry are (or shifting into) offering more robust planning for their clients. Planning is likely the cornerstone of a practice and client experience, but simply sharing with candidates that they need to join your firm because you offer holistic planning isn’t enough.

Here are some thoughts when discussing your firm and planning with prospective employees:

• Almost every firm is using “we really do (insert: customized, comprehensive, integrated, holistic) planning” when talking to talent about why they should join their firm. Some firms will even be bold enough to say “we are the only ones really doing planning.” It is important to share your offerings and planning philosophy in your hiring process but keep in mind that candidates have heard this from every other firm they have interviewed with.

• Show off the deliverables if they are unique. It can be helpful for candidates to see a redacted deliverable of a robust plan that has touched many areas of planning.

• Show off the deliverables if they are unique. It can be helpful for candidates to see a redacted deliverable of a robust plan that has touched many areas of planning. 

• Show off how the client experience may be different in your firm. How do you measure or monitor the client’s planning experience

• How do your employees grow as planners and enhance their planning acumen? How do you support designations (CFP® and BEYOND) and are there any incentives for employees to keep their acumen growing?  We know of practices that give a bonus for each course passed or an additional PTO when making progress towards credentials. 

• How do you help your employees with their own financial planning if they wish to share?

• Besides working with clients, how do you help the community with planning or financial literacy?