NRG News - NRG Resourcing

01May

How to Become a Lending Leader with James Briggs

How do you climb the ladder in the competitive world of lending?

This week, we delve into the professional journey of James Briggs, Head of Intermediary Sales at Together.

With a career that spans over two decades in the lending industry, James has navigated through numerous market cycles, technological shifts, and evolving client needs.

This blog post unpacks his invaluable experiences and offers actionable lessons for anyone looking to excel in the lending space.

Who is James Briggs?

James Briggs began his career in 1999 and quickly established himself as a key player in lending.

Currently Head of Intermediary sales for the Personal Finance at Together, James has a history of working with specialist lenders and distributors.

His knack for fostering strong partnerships has been pivotal in supporting packagers nationwide, ensuring that clients receive optimal lending solutions.

His approach goes beyond mere transactions, focusing on sustainable business growth and the long-term success of his clients and their customers.

5 Things Lenders Can Learn from James Briggs:

Building Strong Relationships: James’s career underscores the importance of cultivating deep, meaningful connections with industry partners. These relationships are crucial for navigating the complexities of the lending world and ensuring client satisfaction.
Adaptability in a Changing Market: Staying relevant means adapting to market changes swiftly and effectively. James’s ability to pivot and embrace new technologies and methodologies has been key to his enduring success.
Client-Centric Strategies: Focusing on the needs and circumstances of clients has allowed James to develop tailored solutions that truly make a difference. This client-first approach is something all lenders can implement to enhance their service offerings.
Leadership and Team Development: Effective leadership is about more than just guiding a team—it’s about inspiring and motivating people to achieve their best. James’s leadership style promotes professional growth and high performance among his team members.
Continuous Learning and Improvement: The financial landscape is ever-evolving, and staying informed is non-negotiable. James commits to ongoing professional development, which is essential for anyone looking to advance in their career.

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

24Apr

Guiding Future Success in Lending with Roz Cawood

How do successful leaders drive change and create inclusive environments in lending?

In this post, we explore the journey of Roz Cawood, Managing Director of Property Finance at Streambank, and how her experiences can guide and inspire lending professionals today.

From her early days at Natwest to her current leadership role, Roz has continuously broken barriers and paved the way for more inclusive practices in finance.

Who is Roz Cawood?

Roz Cawood’s career in specialist finance has been as dynamic as it has been influential. Starting at Natwest and quickly advancing to a management trainee at a building society, Roz’s leadership skills became evident early on.

By 25, she was leading a major team as Head of Operations, and her trajectory soared from there. Her roles have spanned across business development, strategic partnerships, and now, leading Property Finance at Streambank. Here, she not only drives business growth but also champions equality, diversity, and inclusion.

Roz is also an avid marathon runner who channels her energy into charity, raising funds for cancer research.

5 Key Insights for Lenders from Roz Cawood

Adaptability in Leadership: Roz’s career shows the importance of adapting to new roles and challenges, teaching lenders the value of flexibility in a rapidly changing market.
Fostering Inclusion: Learn how creating an inclusive environment can enhance team performance and drive innovation in financial services.
Building Resilient Teams: Insights into how strong leadership can help teams navigate crises and emerge stronger, ready to tackle the financial market’s volatility.
The Role of Mentorship: Roz emphasises the significance of mentorship in career growth, underscoring how experienced guidance can shape the future of upcoming finance professionals.
Commitment to Personal Development: Her dedication to continuous learning and personal challenges, exemplifies the importance of personal growth alongside professional development.

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

15Apr

Mastering Market Dynamics with Josh Knight

With the ever-changing dynamics of the lending industry, staying ahead requires not just expertise but also an innovative approach.

In our latest discussion, Josh Knight of Octane Capital delves into the subtleties of specialist lending, offering a fresh perspective on the opportunities and challenges that lie ahead.

Josh brings a unique blend of skills and experiences to the table. From making hundreds of cold calls a day in his early sales career to steering the sales and marketing strategies at Octane Capital.

This blog uncovers how Josh’s strategic thinking and market insights can benefit lenders and financial professionals looking to navigate the complexities of today’s property finance landscape.

Who is Josh Knight?

Graduating from the University of Leeds Business School with a degree in Management and Marketing, Josh quickly realised his passion for sales was more than just a job—it was a calling.

His early experiences in cold-calling taught him the resilience needed in sales, which he carried into his roles at Octopus Investments and Mariana Capital. However, it was at Octane Capital where Josh found his true calling in property finance, climbing up the ranks to become Sales and Marketing Director.

Today, he not only manages sales targets but also leads the sales team and oversees the company’s marketing efforts.

5 Things Lenders Can Learn?

Adapt to Market Needs: Understand the specific needs of your market and adapt your strategies accordingly.
Foster Strong Relationships: Building lasting relationships with clients and stakeholders can significantly impact your business success.
Embrace Continuous Learning: The lending industry is continuously evolving, making it essential to stay informed and adaptable.
Prioritise Team Development: Investing in your team’s growth and development is key to maintaining a competitive edge.
Innovate Strategically: Innovation isn’t just about adopting new technologies but also about thinking creatively to solve problems.

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

10Apr

Optimism in the Market with Brad Rhodes

How can mortgage brokers navigate the current market with confidence?

In this week’s blog post, Marcus is joined by Brad Rhodes from Pepper Money to discuss this, and much more.

The lending industry demands adaptability, foresight and human touch, and Brad shares valuable insights on staying ahead in 2024 that adopt these strategies, blending his rich background from the Royal Air Force to his role in the mortgage industry today.

Who is Brad Rhodes?

Brad Rhodes is the National Key Account Manager at Pepper Money.

Brad’s military background laid the foundation for his disciplined approach to challenges, a trait that he’s carried into his mortgage career.

His path through retail banking and specialist lending, culminating in his role at Pepper Money, highlights a commitment to excellence and innovation. Brad’s insights are particularly relevant now, as the mortgage market navigates through unpredictable waters.

5 Things Mortgage Brokers Can Learn from Brad Rhodes?

Understand Market Dynamics: Grasp the underlying forces that shape today’s mortgage rates and lending practices. This understanding will allow you to predict and act on what’s to come.
Client Relations: Master the art of client communication, ensuring they’re informed and prepared for market shifts.
Service Diversification: Expand your offerings to include holistic financial planning, from mortgages to protection and insurance.
Lifelong Learning: Stay ahead with continuous professional development, keeping pace with market and regulatory changes.
Network: Forge and maintain strong connections within the industry for mutual growth and opportunities

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

02Apr

Driving Success with Company Culture with Sundeep Patel

How can a lender stand out in today’s competitive market?

In an industry as competitive as ours, understanding the inner workings of successful leaders can offer actionable strategies for aspiring leaders and brokers.

Sundeep Patel, Director of Bridging at United Trust Bank, recently shared his journey and insights on the NRG Insights podcast, providing a fresh perspective on leadership, market dynamics, and the importance of culture within the lending sector.

Who is Sundeep Patel?

Sundeep Patel is the Director of Bridging at United Trust Bank. With over twenty years under his belt in financial services, Sundeep has a wealth of experience, knowledge and strategies.

At Together, as the Director of Sales, Sundeep showcased his leadership skills, guiding the company through the pandemic’s challenges, revamping their approach to working with intermediaries, and setting new strategic goals.

Before making his mark at Together, Sundeep played a key role at Precise Mortgages as National Sales Manager. He’s well-regarded for his in-depth market knowledge, dedication to ongoing education, and drive for innovation.

5 Things Lenders Can Learn from Sundeep Patel?

Building Strong Relationships: Success in lending hinges on the strength of your relationships. Sundeep’s career is a testament to the power of genuine connections within the industry.
Continuous Learning: The lending market is ever-evolving. Staying informed and adaptable ensures you can navigate changes effectively.
Creating a Supportive Culture: A positive workplace culture is crucial for team engagement and success. Sundeep’s leadership style prioritises inclusivity and support.
Navigating Market Changes: Adaptability in the face of market fluctuations is key. Sundeep’s resilience through various market challenges offers valuable lessons.
Fostering Team Success: Leading by example and encouraging team development has been central to Sundeep’s success in building award-winning teams.

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

25Mar

Building Trust in Lending with Jaxon Stevens

How can you build a lasting career in lending?

In this blog we focus on an episode of NRG Insights where Marcus Nanson CeMAP sat down with Jaxon Stevens from Tuscan Capital to explore his growth, development and top tips in the lending industry.

In this post, we’ll focus on the very best parts of the conversation, including the full video and audio versions. Jaxon shares a wealth of experience, from his early days in high street banking to leading the sales team at Tuscan Capital. His journey is not just about personal growth but a blueprint for those aiming to carve their path in the lending industry.

Who is Jaxon Stevens?

Jaxon’s career spans over 25 years, cutting across high-profile roles in financial services. From GE Money to NatWest and spearheading sales teams at Omni Property Finance and Sancus Lending. Currently, as the Sales Director at Tuscan Capital, Jaxon continues to push the envelope, fostering business relationships and championing continuous education in the property finance sector.

His expertise in bridging, development, and refurbishment loans makes him a key player in residential and commercial lending spaces.

5 Lessons For Lenders and Brokers…

Networking is Everything: In a field where who you know can be as crucial as what you know, Jaxon underscores the importance of building a robust professional network. These relationships can open doors, provide insights, and support career growth in ways that traditional pathways may not.
Trust as the Foundation: The cornerstone of any lasting business relationship is trust. In lending, where clients and partners rely on your advice and services, establishing trust can mean the difference between a one-time transaction and a lifelong partnership.
Adaptability Leads to Innovation: The lending landscape is ever-changing. Staying adaptable allows professionals to not only navigate these changes but to innovate within them. Jaxon’s transition from traditional banking to specialist financial markets exemplifies how adaptability can lead to new opportunities.
The Value of Specialization: Diving deep into specific financial solutions, like bridging and development loans, Jaxon has carved a niche for himself. This specialisation has not only made him an expert in his field but also a go-to consultant for complex lending scenarios.
Continuous Learning as a Career Strategy: Jaxon’s passion for education is a reminder that learning doesn’t stop once you land a job. Continuous learning and awareness of new market opportunities keep professionals ahead of the curve and ready to seize new opportunities.

For Even More

Insights, giveaways and latest updates follow us on LinkedIn, Facebook,
YouTube and Spotify just search NRG-Resourcing and subscribe or follow to be the first to access.

We are always open to collaborations with NRG Insights, feel free to get in touch on info@nrg-resourcing.co.uk

05Mar

5 Strategies to Attract and Retain Women in Finance 2024

Innovation and success in any industry relies on gender diversity.

Despite leaps forward in recent years, corners of the finance industry continue to struggle attracting and retaining female talent, particularly in leadership roles.

As we move into 2024, it’s crucial that we address this imbalance with targeted strategies that attract and retain women in finance. Creating not just great team members, but role models.

This post outlines five key approaches that do exactly that. Drawing on our experience as professional recruiters, to draw women into the finance industry and ensure they stay, thrive, and lead.

Let’s get started…

1. Redefining Recruitment

women in finance recruitment

The journey towards gender diversity begins at recruitment.

Our research indicates that job descriptions often inadvertently appeal more to male candidates. To change this, focus on inclusive language that resonates with female values, such as collaboration and community, while ensuring qualifications are not unnecessarily restrictive.

By clearly communicating core values and using technology to assess the inclusivity of our job adverts, you can attract a broader, more diverse talent pool.

2. Embracing Flexible Working

Flexibility is no longer a perk but a fundamental expectation, especially for working parents.

Recognising this, consider flexible working arrangements that accommodate the needs of your employees, irrespective of gender. This approach not only aids in attracting female talent but is essential in retaining them, ensuring that team members do not have to choose between their career and personal life.

Your commitment extends beyond flexible hours to fostering an environment where such choices are respected and supported.

3. Make Female Role Models Visible

Visibility matters.

Highlighting the achievements of women in your organisation not only celebrates their contributions but also inspires others.

By showcasing the diverse paths to success within Finance, you can motivate and encourage women at all levels of their career.

This strategy is pivotal in building a culture where women see themselves reflected in their leaders and feel a stronger sense of belonging and possibility within the finance industry.

4. Promote Mentorship and Career Development

female leadership recruitment

Access to mentorship and targeted career development opportunities can significantly impact women’s career trajectories in finance.

By establishing programmes specifically designed to support women, you provide tools and networks necessary for gender diversity.

These initiatives should be supported by both male and female leaders, ensuring they are inclusive, equitable, and effective in preparing women for leadership roles.

5. Addressing Unconscious Bias

female recruitment in finance

To create a truly inclusive workplace, tackling unconscious bias is essential.

Through comprehensive training and the use of HR technology, commit to ensuring your hiring practices, promotions, and performance evaluations are fair and unbiased.

By understanding and mitigating these biases, you can make more informed decisions and foster a culture that truly values diversity and inclusion.

Conclusion

As we look forwards in 2024, these five strategies are at the heart of attracting women into finance and ensuring they feel valued, supported, and empowered to ascend to leadership positions.

Gender diversity is not just a metric to aspire to, it’s a reflection of your dedication to building an inclusive, dynamic, and innovative finance sector.

What do you think of these 5 points? Are there any that we may have missed?

If you’re committed to hiring high-quality, behaviourally suited talent, let’s connect and discuss how we can redefine your recruitment process, ensuring each new hire is not just an addition but a lasting asset to your mortgage business.

If you’re seeking a new role, or are searching for new talent, please click on the appropriate link to book a call with me today.

nadia knight

06Feb

Hiring Mortgage Brokers: Employed vs Self-Employed

As we step into 2024, mortgage brokerages are facing a new set of challenges and opportunities.

Since the 2020 pandemic, the landscape of work has evolved dramatically, and with these changes come crucial decisions for business owners, particularly in the mortgage brokerage sector.

One such decision is whether to hire employed mortgage brokers or self-employed mortgage brokers. This choice can significantly impact your business’s flexibility, cost structure, and overall success.

In this guide, we’ll explore the pros and cons of each option, helping you navigate this important decision.

The Case for Hiring Employed Brokers

employed mortgage brokers

The stability and consistency offered by employed brokers is more valuable than ever.

With the economic landscape constantly shifting, having a dedicated team can provide the steadiness needed to navigate uncertain times.

Here are the biggest advantages of employing in-house mortgage brokers for your brokerage.

Advantages of Employed Brokers

Steady Workforce: Employed brokers offer a stable and reliable workforce, which can be crucial for maintaining consistent service levels and building long-term client relationships.
Brand Loyalty and Development: Having employed brokers allows for a stronger company culture and brand loyalty, an essential point of separation in today’s competitive market.
Streamlined Management: Managing a team of employed brokers often leads to more streamlined operations, as you have more control over work schedules and processes.

Challenges with Hiring Employed Brokers

However, this model isn’t without its challenges. The financial and managerial commitment to employed brokers is significant and requires careful consideration.

The two key drawbacks with hiring in-house are:

Higher Overhead Costs: Employing brokers means additional costs such as salaries, benefits, and contributions to taxes and National Insurance.
Less Flexibility: Employed brokers may have less flexibility in their schedules, which could impact your ability to offer services outside standard business hours.

The Benefits of Self-Employed Brokers

The flexibility of self-employed brokers is an attractive proposition. They can provide agility and adaptability, which are crucial in responding to market changes and client demands.

Here’s why self-employed brokers might be the ideal way for you to grow your brokerage:

Advantages of Self-Employed Brokers

Adaptability to Market Changes: Self-employed brokers can quickly adapt to changing market conditions, providing your business with the agility to respond to fluctuating demands.
Diverse Skill Sets: They often bring a range of experiences and specialisations, adding value to your service offerings.
Cost-Effective Scaling: This option allows for scaling your workforce up or down without the long-term financial commitments associated with employed staff.

Challenges with Hiring Self-Employed Brokers

Relying on self-employed brokers can also present its own set of challenges, particularly in terms of consistency and control over service delivery.

Less Control: You have less oversight over the working methods and standards of self-employed brokers.
Inconsistent Availability: Self-employed brokers may juggle multiple clients, which could affect their availability and response times for your projects

Making the Right Decision for Your Brokerage

Your decision should be informed by a thorough analysis of your business’s current needs and future aspirations. Consider factors like workload consistency, financial flexibility, and long-term strategic goals.

Business Model and Volume: Consider your business’s operational model and the volume of work. Employed brokers might be better for steady, high-volume workloads, while self-employed brokers can handle fluctuating demands.
Budget and Financial Goals: Analyse your financial capacity. Employing brokers involves more fixed costs, whereas hiring self-employed brokers can be more variable and performance-based.
Long-Term Business Strategy: Think about your long-term goals. Do you value building a consistent team and brand, or do you prefer the agility and diverse skill sets of self-employed brokers?

Hiring Mortgage Brokers: Employed vs Self-Employed

In 2024, the decision to hire employed or self-employed brokers is a strategic choice that can shape the future of your business.

By understanding the advantages and challenges of each option, you can make a well-informed decision that aligns with your business objectives and positions you for success in the evolving marketplace.

Taking Action

If you’re seeking a new role, or are searching for new talent, please click on the appropriate link to book a call with me today.

nadia knight

04Jan

The Power of Hiring on Behaviours

In the puzzle of recruitment, hiring the right person goes beyond assessing skills and experience.

It should involve understanding the candidate’s behaviours and how these align with the role and company culture.

The cost of overlooking this aspect is an expensive one, its estimated that a bad hire can set a company back a whopping £100K.

This figure includes the time and money invested in recruitment, onboarding, training, and salary.

Why Behavioural Surveys Should Be Your First Step

Surprisingly, many businesses still rely solely on traditional hiring metrics like skills and experience. Yet, they often end up terminating employment due to behavioural mismatches. So, why not assess behaviour before offering a contract?

Incorporating behavioural surveys at the outset, rather than as an afterthought, can provide crucial insights into how well a candidate will fit into your team.

A smart approach is to evaluate your star performers in similar roles and develop a benchmark profile. This profile can then be used to gauge how well potential candidates align with the traits that lead to success in your organisation.

Key Benefits of Behavioural Hiring:

Improved Team Dynamics: Ensures new hires complement existing team members.
Reduced Turnover Rates: Matches candidates with roles suited to their natural tendencies.
Increased Productivity: Places individuals in roles where they can excel naturally.
Enhanced Job Satisfaction: Employees are more content and engaged in roles that align with their behaviours.

For instance, if your top performers are outgoing, innovative, and self-driven, a reserved candidate who prefers structured tasks might struggle to integrate. This mismatch not only affects the individual’s performance but can disrupt team dynamics.

In The Real World: Vista Equity Partners’ Approach

Robert Smith, the founder, Chairman, and CEO of Vista Equity Partners, a prominent private investment firm, underscores the value of behavioural assessment in recruitment. Vista requires all employees and recruits to undergo a personality-and-aptitude test. This approach helps in assigning people to roles where they’re likely to excel. For example, sales roles are better suited to extroverted individuals, while software development may suit introverts better.

The focus is on finding the right person for the job, irrespective of their background or credentials. This strategy has led to a diverse workforce, with 35% of Vista’s portfolio-company employees being women, and has been crucial in their success in acquiring and growing over 500 software companies.

The Benefits and Beyond

Behavioural hiring is a fundamental shift in the recruitment paradigm. It allows for a more equitable and unbiased approach to talent acquisition. Moreover, it identifies individuals who, although they might not have the most impressive resumes, possess the potential to excel and grow within the company.

At NRG Resourcing, we understand the value of behavioural testing in enhancing employee retention and ensuring a harmonious team dynamic.

Our approach is tailored to identify candidates who not only have the requisite skills but also exhibit behaviours and values that align with your company culture.

Curious about how behavioural testing can revolutionise your hiring process? Book a free, no-obligation call with me to discuss how we can integrate this powerful tool into your recruitment strategy.

Taking Action

If you’re seeking a new role, or are searching for new talent, please click on the appropriate link to book a call with me today.

nadia knight

05Dec

Inclusive Recruitment: Equity, Diversity & Inclusion in Your Business

Imagine a team where every member brings a unique perspective, where differences in thought and experience are not just accepted, but celebrated.

This is the essence of inclusive recruitment—a business strategy that goes beyond checking boxes, aiming instead for diverse talents and voices.

But what does this mean in practice, and how can it transform your business?

The answer can be found in three very important terms:

Equity
Diversity
Inclusion

Let’s take a look at what these mean…

Understanding Equity, Diversity, and Inclusion (E, D & I)

inclusive recruitment

Equity:

At its core, equity is about fairness. It’s recognising that each individual has different circumstances and allocating the exact resources and opportunities needed to reach an equal outcome.

Equity focuses on a level playing field, which doesn’t necessarily mean treating everyone the same, but rather giving everyone what they need to be successful.

In the workplace, this means fair access to opportunities, resources, and pathways for all employees, regardless of their background.

Diversity:

Diversity is not limited to physical attributes like race, gender, or age. Instead, it extends to a range of personal characteristics including, but not limited to, cultural background, religious beliefs, sexual orientation, socio-economic status, and even thought processes and life experiences.

When we talk about diversity in the workplace, we’re referring to an environment that embraces and celebrates these differences, understanding that a variety of perspectives can lead to richer discussions, more creative solutions, and a more holistic understanding of the client base.

Inclusion:

Inclusion is about actively ensuring that all individuals feel valued and integral to the success of the organisation.

It’s not just about having diverse individuals in your team, it’s about making sure that their voices are heard, respected, and considered in decision-making processes.

Inclusive environments are those where individuals feel safe to express their opinions and perspectives, and where their contributions are valued.

Why Diversity and Inclusion Matter

Ignore E, D & I at Your Peril…

Groupthink

Groupthink is a psychological phenomenon where a desire for harmony within a group can lead to poor decision-making and a lack of innovation.

In the commercial world, it has led to the downfall of giants. A classic example is Kodak, which, despite its early successes, failed to adapt to digital photography, leading to its near demise.

Neuroscience suggests that our brains crave certainty, which can make us risk-averse and more prone to groupthink or group polarisation.

In environments like this, being agile and attentive — qualities essential for anticipating and navigating inflection points — becomes challenging.

The Solution

One of the most effective ways to combat groupthink is by diversifying your workforce. When people from various backgrounds, with different experiences and perspectives, come together, it naturally leads to a richer pool of ideas and solutions.

By putting idea-sharing and collaboration at the forefront, and encouraging members from different sectors to challenge preconceptions, you can foster innovation and help organisations to adapt more effectively in a volatile world.

Mitigating Risk and Building Reputation

Issues like the gender pay gap and forthcoming regulations on disability, race, and ethnicity reporting are becoming increasingly important.

Brokerages that fail to address these issues risk damaging their reputation and losing trust among stakeholders.

Incorporating E, D & I in Recruitment

So, how do you weave equity, diversity and inclusion into your recruitment process? Here are some actionable steps:

Revamp Your Recruitment Strategy: Ensure that your recruitment partners understand and value equity, diversity and inclusion. They should be equipped to attract a diverse pool of candidates and be aware of unconscious biases that might creep into the hiring process.
Foster Inclusive Candidate Experiences: From job descriptions to interview processes, every step should reflect your commitment to equity, diversity and inclusion. Consider blind recruitment processes, where candidates’ personal information is hidden, to reduce bias.
Engage Diverse Talent Pools: Actively seek out candidates from underrepresented groups. This might involve partnering with organisations that focus on diverse talent or attending career fairs and events aimed at a wide range of demographics.
Train Your Team: Educate your hiring managers and teams on the importance of diversity and inclusion. Training in unconscious bias, cultural competence, and inclusive communication is vital.
Feedback and Improvement: Continuously seek feedback from candidates and employees about your recruitment process and company culture. Use this feedback to make necessary improvements.

Taking Action

Inclusive recruitment isn’t just a nice-to-have; it’s a must for businesses looking to thrive in today’s diverse world. It starts at the leadership level.

Ask yourself, what does equity, diversity and inclusion mean to you and your company? Are you ready to embrace a strategy that not only fills positions but enriches your workplace culture?

If you’re committed to hiring underrepresented talent and reaping the benefits of a diverse and inclusive workforce, let’s connect and discuss how we can redefine your recruitment process, ensuring each new hire is not just an addition but a lasting asset to your mortgage business.

If you’re seeking a new role, or are searching for new talent, please click on the appropriate link to book a call with me today.

nadia knight

1 2

How to Become a Lending Leader with James Briggs

5 Things Lenders Can Learn from James Briggs:

For Even More

Guiding Future Success in Lending with Roz Cawood

Who is Roz Cawood?

5 Key Insights for Lenders from Roz Cawood

For Even More

Mastering Market Dynamics with Josh Knight

5 Things Lenders Can Learn?

For Even More

Optimism in the Market with Brad Rhodes

Who is Brad Rhodes?

5 Things Mortgage Brokers Can Learn from Brad Rhodes?

For Even More

Driving Success with Company Culture with Sundeep Patel

Who is Sundeep Patel?

5 Things Lenders Can Learn from Sundeep Patel?

For Even More

Building Trust in Lending with Jaxon Stevens

Who is Jaxon Stevens?

5 Lessons For Lenders and Brokers…

For Even More

5 Strategies to Attract and Retain Women in Finance 2024

1. Redefining Recruitment

2. Embracing Flexible Working

3. Make Female Role Models Visible

4. Promote Mentorship and Career Development

5. Addressing Unconscious Bias

Conclusion

Hiring Mortgage Brokers: Employed vs Self-Employed

The Case for Hiring Employed Brokers

Advantages of Employed Brokers

Challenges with Hiring Employed Brokers

The Benefits of Self-Employed Brokers

Advantages of Self-Employed Brokers

Challenges with Hiring Self-Employed Brokers

Making the Right Decision for Your Brokerage

Hiring Mortgage Brokers: Employed vs Self-Employed

Taking Action

The Power of Hiring on Behaviours

Why Behavioural Surveys Should Be Your First Step

Key Benefits of Behavioural Hiring:

In The Real World: Vista Equity Partners’ Approach

The Benefits and Beyond

Taking Action

Understanding Equity, Diversity, and Inclusion (E, D & I)

Equity:

Diversity:

Inclusion:

Why Diversity and Inclusion Matter

Ignore E, D & I at Your Peril…

Groupthink

The Solution

Mitigating Risk and Building Reputation

Incorporating E, D & I in Recruitment

Taking Action

The UK Mortgage Broker Salary Guide

The UK Mortgage Broker
Salary Guide