Potential new recruits ‘not only focusing on direct compensation’ but the work culture

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Recruiting latest people to enter the wealth-management industry often means starting young, notably by engaging post-secondary students majoring in business and finance.

Tina Boenders, manager of human resources at Wellington-Altus Private Wealth in Winnipeg, spoke with Globe Advisor recently about launching the investment firm’s first profession booth.

For the primary time, you made the decision to launch a profession booth at Concordia University. Why did you go this route?

The important goal of our talent acquisition strategy is to rent the very best people, and now greater than ever which means we want to go on to the people searching for careers.

Our company has increased to 670 staff today from just over 200 people in early 2020, in order that’s triple the expansion in two-and-a-half years. Our recent expansion into the Quebec market means we’re all the time trying to meet people within the province. We met with near 150 students on the Concordia booth [in Montreal].

How did things go on the booth?

We had high engagement. I believe the scholars really value that face-to-face connection. We would like to make certain that the scholars know we’re joyful to be there to introduce ourselves and get to know them.

Were the scholars aware of Wellington-Altus?

Absolutely. We had quite a lot of questions centered around who we’re, why we’ve been successful as a firm, and our opportunities. We’ve been searching for each full-time and co-op students, and the scholars we met with are searching for positions in operations or administration. All of it will depend on their qualifications and goals as to where they’d fit within the firm.

How do you attract interest from business students?

We found a lot of the conversations to be around starting their profession, gaining experience and exposure. So not only specializing in direct compensation, however the work culture, training opportunities – just the overall rewards package. We consider in supporting them and inspiring them of their development. On top of compensation, we have now worker advantages right from day one.

We provide all our successful candidates the obligatory tools to do their job. We now have training that we’ve developed and it keeps growing. We encourage students to get their licenses, designations, and the corporate covers those costs.

Our talent acquisition team is incredible at examining an individual’s skillsets, giving them a call, and placing them inside areas of the organization that they hadn’t considered before.

There are tons of opportunities for growth within the wealth-management industry. So most of the students we connected with expressed interest in roles that support clients directly. The upcoming generation is fascinated by positions that help and assist people.

This interview has been edited and condensed.

– Deanne Gage, Globe Advisor reporter

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Canada’s disclosure rules for ESG investing critiqued for not going far enough

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Recent climate for risk disclosures supports higher investment decisions

‘Crash-protection mode’ helps managed futures ETFs crush rivals

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– Globe Advisor Staff


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