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

29Nov

attract and retain talent in the mortgage industry

How To Attract and Retain the Best Talents in the Mortgage Industry

Hi, I’m Marcus Nanson, Managing Director at NRG Resourcing. In this edition of our blog, I want to take you beyond the usual discussions about brokerage success.

Today I want to explore the impact of culture in the brokerage industry, drawing on real-life stories and insights from our latest eBook, “100% Broker Retention: The 7 Secrets Every Brokerage Needs to Know”, so you can learn 1 of the most effective ways to attract and retain the best talent in the mortgage industry.

“100% Broker Retention: The 7 Secrets Every Brokerage Needs to Know.” is free and available now, direct to your inbox.

A Broker’s Disillusionment

Picture this: A broker at the peak of his career secures the biggest mortgage deal of the year for his firm.

He walks into the office on Monday morning, expecting recognition and perhaps a celebration of his hard work. Instead, he finds himself in a two-hour meeting where every minor flaw in his process is dissected and criticised.

This isn’t a fictional scenario, it’s a real-life event that led a high-performing broker to seek new opportunities, despite his success.

This real life example isn’t just about a missed opportunity for recognition. It’s a powerful illustration of how the nuances of workplace culture can significantly impact employee morale, retention, and ultimately, the success of a brokerage.

Beyond the Surface: Understanding True Team Culture

When we talk about culture in the brokerage world, it’s easy to fall into clichés like ‘we’re like a big family’ or ‘we’re all mates here.’ But as our eBook delves into, these statements, while well-intentioned, might not reflect the reality for every team member.

Culture is more than just surface-level camaraderie, it’s about the deeper experiences and feelings of each individual in the team.

Here are a couple of ways to creating a culture of genuine care and respect:

Attention and Empathy: It’s crucial to give your team your full attention and make them feel heard. This means recognising the quiet achievers just as much as the outspoken ones and being mindful of how criticism is delivered.
Leadership Tone: As a leader, your words and actions set the tone. Your occasional interactions with the team can have a lasting impact, so it’s vital to bring positivity and encouragement into every encounter.

Mentorship: Creating a Sustainable Culture

Our eBook emphasises that mentorship, when executed thoughtfully, plays a pivotal role in building a strong team. It’s not about pairing names randomly; it’s about creating meaningful, well-matched mentor-mentee relationships.

These relationships should be nurtured with incentives and rewards, making mentorship a valued aspect of your brokerage’s culture

The example of the broker who left after receiving criticism instead of praise highlights a critical aspect of culture: recognition.

Celebrating individual and team achievements is essential. It’s not just about acknowledging success; it’s about creating an environment where people feel their contributions are genuinely valued. This positive reinforcement goes a long way in building a culture that people want to be a part of.

Embracing Culture as a Strategic Advantage

In our eBook, we explore these themes in greater depth, offering insights and strategies to help you build a brokerage culture that not only attracts top talent but retains it.

We believe that understanding and nurturing the right culture is not just a ‘nice-to-have’ – it’s a strategic imperative for any brokerage aiming for long-term success.

And this is JUST 1, of the 7 SECRETS included in our ebook.

It’s free and available now, direct to your inbox, via this link: “100% Broker Retention: The 7 Secrets Every Brokerage Needs to Know.”

This is not just a guide; it’s a roadmap to transforming your brokerage into a market leader.

Get yours now!

07Nov

Insights Into Retention: 4 Keys to Lasting Hires

Picture this – You’ve just welcomed a new recruit aboard, brimming with hope that they’re the missing puzzle piece to your team.

Fast forward a few months, and that hopeful spark has fizzled out.

Maybe they’re struggling to pick up the pace, or perhaps they oversold their capabilities. Worse yet, it’s clear they’re just not meshing with the core values and dynamics of your team.

The hard truth hits you: They won’t last. And it stings financially, too—parting ways with a poorly fitting team member can bleed upwards of £100K from your firm’s funds, considering the costs of recruitment, induction, training, and their salary.

A pricey lesson indeed.

Here’s my advice on how to avoid a situation like this ever happening:

4 Keys To Lasting Hires

mortgage broker recruitment

Start at the Starting Line – Recruitment.

It’s no shocker—better retention is rooted in smarter hiring. If your team’s turnover rates are spiralling, it’s time to revamp your recruitment playbook.

Finding the Right Recruitment Partner

Your recruitment ally should be fluent in the language of your industry and have a proven track record. Whether it’s the particular niche, volume, or level of talent you need, make sure they boast a robust network and a deep understanding of your sector.

Exclusivity Wins

Here’s the inside scoop – recruiters juggling multiple clients can only dedicate a fraction of their resources to each. And trust me, they save their best candidates for their exclusive clients—don’t let that be your competition!

An exclusive recruiter is a dedicated recruiter. They have the incentive to dive deep and deliver a curated list of top-tier candidates to you, their top priority.

Candidate Commitment

Encourage active candidate engagement during the application process. How? With inventive steps like video introductions, behavioural assessments, and thorough questionnaires.

The dedication a candidate shows here can be quite telling of their future commitment.

Behaviour is King

Remember the old adage—hire for skill, fire for behaviour? It’s about time we flipped that script. Conduct behavioural assessments early on.

Better yet, benchmark these traits against your standout employees to find new hires who not only fit the job but the fabric of your firm as well.

The Bottom Line

Bad hires are more than just a hiccup; they’re a significant setback. But with these pointers, you can pivot towards a hiring process that doesn’t just fill positions temporarily—it fortifies your team for the future.

Interested in diving deeper into these strategies, or perhaps you’re eager for a collaboration that will enhance your retention rates?

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

17Oct

Cracking Social Media in the Mortgage Industry

Cracking Social Media – A Broker’s Journey from Selfies to Building a Powerful Personal Brand

Are you a professional in the UK mortgage industry, striving to harness the power of digital marketing and social media to elevate your brand?

With the shifting digital landscape, it’s paramount to adapt and thrive, and who better to learn from than someone who’s been through the grind and emerged on top?

Introducing a unique insight into the transformative digital journey of Shazad Ahmed, the brains behind Elan Property Finance.

The Power of Personal Branding in Mortgage Brokering

The mortgage sector in the UK is witnessing a paradigm shift with the rise of personal branding. A powerful personal brand not only creates an identity but also resonates trust, expertise, and authority.

Shazad Ahmed’s ascent in the industry, from his humble beginnings at Lloyds Bank to establishing Elan Property Finance, exemplifies the impact of robust personal branding in today’s digital age.

Embracing the Digital Wave

In this new episode of Mortgage Broker Insights, hosted by Marcus Nanson, Shazad Ahmed shares insights into:

Mastering Digital Networking: The intertwined world of face-to-face meetings and the vast expanse of direct messaging, a realm where genuine connections are built.
Strategic Transition from Facebook to Instagram: Adapting to platform strengths and leveraging personal skills, like graphic design, to make a visually compelling impact.
Collaborative Growth in the Mortgage Industry: The essence of mutual growth, community-driven endeavours, and genuine reciprocity in business.

Spotlight on the Full Podcast Episode

For those eager to dive deep into the complete discussion and extract actionable strategies from Shazad Ahmed’s experiences, the full Mortgage Industry Insights podcast episode is embedded below.

Tune in for More Industry Insights

The episode sheds light on the intricate balance between personal and corporate branding, the art of networking, and the power of genuine online engagement. Whether you’re a novice or a seasoned professional in the mortgage industry, these insights offer a blueprint for success on digital.

For those hungry for more enlightening conversations and keen on staying updated with the pulse of the mortgage industry, bookmark Mortgage Broker Insights and ensure you never miss an episode.

Listen and Subscribe on Spotify below:

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

02Aug

op Mortgage Employers 2022 by Mortgage Introducer

How to Win an Award in the Mortgage Industry

Are you a part of the vibrant and dynamic mortgage industry in the UK? If so, it’s time to shine a spotlight on your achievements and be recognised for your outstanding work. The Mortgage Introducer Awards, the pinnacle of excellence in the mortgage sector, is the platform where you can showcase your ambition, drive, and remarkable results.

The Mortgage Introducer Awards offer a unique opportunity for mortgage advisers, broker firms, distributors, lenders, BDMs, and service providers to gain recognition for their significant contributions. This is your chance to tell your success story, highlight your accomplishments, and demonstrate the impact you’ve made in the industry. With 28 award categories covering various aspects of the mortgage sector, there’s a perfect fit for every deserving individual and organisation.

The judges employ a comprehensive points system to determine the winners in each category. The excellence awardee with the highest score will be crowned the winner. The moment of triumph will be unveiled during the prestigious awards ceremony on 28 November, an event that sets the benchmark for excellence in the mortgage industry.

Winners will receive well-deserved recognition on the Mortgage Introducer website and social media, amplifying their achievements to a wider audience. Moreover, promotional packages will be available for purchase, allowing winners to leverage their success across various marketing channels.

Don’t miss this golden opportunity to be part of the Mortgage Introducer Awards and stand tall among the best in the mortgage industry. Visit their website now to check out all award categories and criteria and nominate yourself or a deserving individual or organisation: https://www.mortgageintroducerawards.com/nominate/

Watch How to Win an Award in the Mortgage Industry

Listen to How to Win an Award in the Mortgage Industry

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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

01Feb

How to Practise Solidarity in Your Business

Here are a few ways that a company can promote and practice solidarity:

Encourage Team-Building Activities

Regular team-building activities can help to foster a sense of cohesion and camaraderie among employees. Activities such as retreats, social events, and volunteer opportunities can all be effective in building solidarity.

Promote Open Communication

Encouraging open and transparent communication can help to build trust and understanding among employees. This can be achieved by creating opportunities for employees to share their thoughts and ideas, and by providing regular updates on the company’s performance and plans.

Show Appreciation

Recognising and rewarding employees for their contributions can help to create a sense of pride and belonging among the team. This can be done through employee recognition programs, bonuses, and other incentives.

Provide Opportunities for Professional Development

Providing opportunities for employees to learn and grow can help to create a sense of shared purpose and investment in the company’s success.

Lead By Example

Managers and leaders should model the behavior they want to see in their employees, such as showing respect and empathy, promoting teamwork, and being open to feedback.

Provide Opportunities for Social Interaction

Encourage employees to interact with each other in a variety of ways, such as through lunch groups, after-work socials, or internal employee groups.

If you like this insight, don’t forget to share to subscribe to our podcast series to learn lots more interesting and beneficial tips to improve your business 👉 tag NRG Insights Podcast

NRG Podcast Series

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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

12Oct

Mortgage Industry Insights: Martin Stewart (London Money)

Mortgage Industry Insights with Martin Stewart (London Money)

Martin is the founder and driving force behind The Money Group’s inaugural company – London Money. Now on his third decade of working in the financial services, clients and partners benefit form his wealth of experience and intimate knowledge of the mortgage market.

Being the director of the flagship brand, London Money (Directly Authorised since 2011), Martin quickly identified that this was the sector that is ripe for exponential growth and believes that unifying a previously fragmented sector, was the best way to get the broker at the forefront of the industry – where they rightfully belong

Martin has a reputation for going above and beyond what is expected.

Indeed he encourages the entire London Money team to go that extra mile for their clients. He believes that mortgage advice, as well as financial planning, should be simple and smart; an approach which runs through London Money like a stick of rock.

Listen on Spotify

Exclusive to Spotify, our next instalment of Mortgage Industry Insights is available below

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

1 2 3

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

A Broker’s Disillusionment

Beyond the Surface: Understanding True Team Culture

Mentorship: Creating a Sustainable Culture

Embracing Culture as a Strategic Advantage

4 Keys To Lasting Hires

Finding the Right Recruitment Partner

Exclusivity Wins

Candidate Commitment

Behaviour is King

The Bottom Line

Cracking Social Media – A Broker’s Journey from Selfies to Building a Powerful Personal Brand

The Power of Personal Branding in Mortgage Brokering

Embracing the Digital Wave

Spotlight on the Full Podcast Episode

Tune in for More Industry Insights

For Even More

How to Win an Award in the Mortgage Industry

Watch How to Win an Award in the Mortgage Industry

Listen to How to Win an Award in the Mortgage Industry

For Even More

How to Practise Solidarity in Your Business

Encourage Team-Building Activities

Promote Open Communication

Show Appreciation

Provide Opportunities for Professional Development

Lead By Example

Provide Opportunities for Social Interaction

NRG Podcast Series

For Even More

Mortgage Industry Insights with Martin Stewart (London Money)

Listen on Spotify

Watch on Youtube

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The UK Mortgage Broker Salary Guide

The UK Mortgage Broker
Salary Guide