In this issue:

💥 Recruiting Myths Busted: The Best Candidates Aren’t Seeking Jobs

📄 Latest Resources from the Blog: Career Progression in Fiduciary Services & 5 Recruitment Strategies for Banks

📌 Featured Career Opportunities

💡 Associate Spotlight: Jacob Aubel

📰 Industry News

🔗 Connect With Your Recruiter

💥 Recruiting Myths Busted!

There’s a myth that the best candidate is always in the job market, or that the best hiring organization is always actively recruiting.

Here’s the reality: A large percentage of candidates hired aren’t even looking for a new role. A recruiter reaches out and says, “How happy are you in your current role?” 9 times out of 10, the candidate says, “I’m comfortable but am lacking these things…”

We call these passive candidates. They’re complacent. They’re not looking for another opportunity, but they will move for the right opportunity!

What does this mean for hiring managers?

Timing is everything. My advice is to pursue passive candidates and hire when you have the best talent. You might not have a need today, but you will in two months, and that perfect candidate may NOT be available in two months.

And to candidates: Answer recruiters and keep an open mind. 

I have personal experience with the power of timing. I got a job offer when I was 8.5 months pregnant! At the time, I wasn’t focused on career development. But after a week of ignoring the recruiter’s call, I answered and my life changed.

I got to start fresh with a new opportunity that I didn’t know was out there. The company also was willing to wait until I had my baby and was ready to start work. Why? I was the right talent for their needs.

Companies will wait for the right candidate. Candidates will move for the right opportunity. But to get the timing right, you have to open the door when opportunity knocks.

P.S. Wondering how to make these extraordinary connections? Reach out and I’ll share how partnering with an executive search firm can help you get your timing right, whether you’re hiring or looking at opportunities.

📄 Latest Resources From the Blog

Career Progression in Fiduciary Services: 5 Ways to Stand Out

Reaching the highest levels of your career requires more than just excelling in your current role. Here’s how to stand out:

1. Develop a strong personal brand. Highlight your achievements on LinkedIn, engage with industry content, and position yourself as a thought leader through writing and speaking.

2. Master essential skills. Deepen your knowledge of fiduciary law, excel in client relationship management, and hone your analytical abilities.

3. Seek leadership opportunities. Take on additional responsibilities and show initiative to demonstrate your readiness for advancement.

4. Enhance your credentials. Pursue key certifications such as CTFA or CFA and commit to continuous learning and professional development.

5. Expand your network. Join professional organizations and actively participate in industry events to increase your visibility and connections.

In fiduciary services, career progression isn’t just about technical prowess — it’s about strategically positioning yourself as a valuable asset. To dive deeper into how these strategies can prepare you for your next step, read the full article here: Career Progression in Fiduciary Services: How to Stand Out and Get Noticed >

5 Effective Talent Acquisition Strategies for Small and Medium-Sized Banks

These banks face unique challenges in recruiting top-tier talent — but with the right strategies, you can attract and retain high-quality candidates. Here’s how:

1. Identify and define your hiring needs. Collaborate with department heads to clarify role requirements and align hiring goals with your bank’s business strategy.

2. Optimize your recruitment process. Streamline applications, use technology like ATS for efficiency, and speed up decision-making to stay competitive.

3. Leverage your bank’s unique value proposition. Highlight career growth opportunities, promote a close-knit company culture, and offer work-life balance advantages.

4. Build and leverage industry networks. Utilize employee referrals, attend industry events, and partner with specialized recruiters to expand your reach.

5. Attract passive candidates. Use LinkedIn for outreach, strengthen your employer brand, and engage in targeted outreach to draw in top talent.

Ready to elevate your bank’s recruitment plan? Explore these strategies in detail here: Effective Talent Acquisition Strategies for Small and Medium-Sized Banks >

📌 Featured Career Opportunities

🎈 Just For Fun

💡 Associate Spotlight

📰 Industry News

The Profession Has Failed Past Entrants

The wealth management industry shrunk by more than 20,000 financial advisors this year. According to WealthManagement.com, talented advisors are leaving the profession, taking their valuable skills with them. Here’s how firms can address this invisible threat. >

🔗 Connect With Your Recruiter

👋🏼 About Connective Services

Connective Services is a newsletter brought to you by Financial Recruiters International and Alexander Raymond. Both firms are full-cycle recruiting companies connecting fiduciary services organizations with highly skilled candidates. Financial Recruiters International serves the financial sector while Alexander Raymond specializes in insurance and contract staffing.