10 Proven Strategies for Adding Top Advisors to Your Firm

Slideshow June 12, 2023 at 05:01 PM Share & Print

There are a lot of essential elements that go into the successful operation of a wealth management practice, from getting the necessary technology in place to finding the appropriate office space, but nothing is more important than getting the right people in the right roles — and keeping them there.

This is not a new or novel realization, recruiting experts agree, but that doesn’t mean achieving recruiting success is an easy task. Sourcing top talent has always been hard, and the challenge has only grown more daunting amid a persistently tight job market.

In fact, in the ample shared experience of Jeffrey Litteken, managing partner of advisor recruiting firm TalentLink Solutions, and Hunter Judson, Jr., principal and wealth management practice director at the recruiting firm Judson Group, success in this domain has never been more difficult or more important.

Speaking recently during a breakout session at the BNY Mellon Pershing Insite conference in Orlando, the pair said that a strategic approach to recruiting is essential for wealth management firms seeking to drive growth. By investing in recruiting, they emphasized, firm leaders are investing in their organization and its long-term success.

At a high level, the duo said, a successful recruiting effort is built on three broad pillars.

The first is creating (and effectively telling) a compelling story that will resonate with the kind of talent the firm wants to find. The second is creating an intelligent and efficient interview and hiring process — one that gets the serious attention it deserves without using up excessive time and resources. Finally, the third pillar is about knowing “how to make the right offer and make it in the right way.”

Starting from this framework can help any wealth management firm — big or small — increase its recruiting and retention success. Litteken and Judson noted that each pillar can itself be broken down into a number of actionable strategies that any firm can master with the right approach. By combining some or all of these approaches, Litteken and Judson agreed, wealth management firms will be able to get the talent they need in a timely, efficient manner.

See the slideshow for a list of 10 strategies drawn from Litteken and Judson’s extensive experience.

(Image: Adobe Stock)

MBA in Human Resources Online

Register By: July 01 Classes Start: July 03

A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.

The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.

The program lays a foundation in standard business administration topics, weaving topics like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.

The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a recent undergraduate, a well-established professional or somewhere in between.

With only 30 credits required to graduate for just under $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.

However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.

"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU. 

As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.

The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1

Melanie Rowe ’18G says her MBA in HR prepared her on many levels.

“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”

At SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom and helpful learning resources along the way, you'll have everything you need to reach your goals.

The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.

But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.

Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2

Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2

This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.

Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.

Deborah Gogliettino, SNHU’s associate dean for human resources, explains it further.

“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”

Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:

The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions. 

You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:

Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2

The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.

“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”

If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2

However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.

The MBA in HR could put you on a growing, lucrative path.

The outlook looks good for roles through 20313:

And the 2021 median salaries for jobs were much higher than the pay of all workers combined3:

Some of the largest employers of HR managers are:

Provide a number of services, such as payroll, consulting, training and acquisition, among other roles.

Serve in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward.

Manage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more.

Become an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes.

Why SNHU for Your MBA in Human Resources Online

Flexible

With no set class meeting times, you can learn on your schedule and access online course materials 24/7.

Affordable

As part of our mission to make higher education more accessible, we’re committed to keeping our tuition rates low. In fact, we offer some of the lowest online tuition rates in the nation.

Prior coursework and work experience could also help you save time and money. SNHU’s transfer policy allows you to transfer up to 12 credits from your previous institution. You could also earn college credit for previous work experience.

Respected

Founded in 1932, Southern New Hampshire University is a private, nonprofit institution with over 160,000 graduates across the country. SNHU is accredited by the New England Commission of Higher Education (NECHE), a regional accreditor, which advocates for institutional improvement and public assurance of quality. 

Recently, SNHU has been nationally recognized for leading the way toward more innovative, affordable and achievable education:

Network

At Southern New Hampshire University, you'll have access to a powerful network of more than 300,000 students, alumni and staff that can help support you long after graduation. Our instructors offer relevant, real-world expertise to help you understand and navigate the field. Plus, with our growing, nationwide alumni network, you'll have the potential to tap into a number of internship and career opportunities.

93.6% of online students would recommend SNHU (according to a 2022 survey with 17,000+ respondents). Discover why SNHU may be right for you.

Admission Requirements

Expanding access to quality higher education means removing the barriers that may stand between you and your degree. That’s why you can apply at any time and get a decision within days of submitting all required materials:

Acceptance decisions are made on a rolling basis throughout the year for our 5 graduate terms.

How to Apply

If you’re ready to apply, follow these simple steps to get the process going:

Melanie Rowe ’18G

“As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”

The business world needs well-educated human resource professionals more than ever.

SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.

“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.

The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly. 

The MBA in HR program follows the same structure as our other MBA programs, allowing you to:

The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:

The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1

As you progress through the MBA in HR program, you may take these 3 concentration courses:

As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.

“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”

Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."

“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”

SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.

Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.

Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.

Minimum Hardware Requirements

Component Type 

PC (Windows OS) 

Apple (Mac OS) 

Operating System 

Currently supported operating system from Microsoft.  

Currently supported operating system from Apple. 

Memory (RAM) 

8GB or higher 

8GB or higher 

Hard Drive 

100GB or higher 

100GB or higher 

Antivirus Software 

Required for campus students. Strongly recommended for online students. 

Required for campus students. Strongly recommended for online students. 

SNHU Purchase Programs 

Visit Dell 

Visit Apple 

Internet/ Bandwidth 

5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency 

5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency 

Notes: 

Master of Business Administration (MBA) Technical Requirements

Video Communication Platform:

Internet Connectivity for Virtual Labs:

Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.

Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.

Tuition rates are subject to change and are reviewed annually.*Note: students receiving this rate are not eligible for additional discounts.

Additional Costs:$150 Graduation Fee, Course Materials ($ varies by course)

What can you do with an MBA in Human Resources?

Whether you’re entering the HR field or looking to step up into a management position, the MBA in Human Resources can take you in a number of directions.

Common roles to consider include:

Where can I get a master's in human resources?

While you have many options for a master's in human resources, start by ensuring the program is accredited by the Accreditation Council for Business Schools and Programs (ACBSP), the industry's leading accreditation council.

In addition to an MBA in Human Resources, Southern New Hampshire University offers master's in human resource management. Both programs are accredited by ACBSP and align with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies.

Is HR a good career choice?

Yes, HR continues to be an excellent career choice. The U.S. Bureau of Labor Statistics projects 7% job growth for human resource managers through 2031 and a 2021 median salary of $126,230.3

Related roles, such as compensation and benefits managers, also show steady demand and high income potential, earning a 2021 median salary of $127,530.3

Of course, if you're not ready for a master's degree, you can still get your foot in the door with an undergraduate human resources degree online, or boost your professional credentials with an online HR certification.

Two key workforce trends are fueling demands for HR managers: human resource information systems (HRIS) and financial wellness. SNHU’s MBA in Human Resources addresses both areas.

With the growing use of cloud-based human resources technology, HR professionals need to develop fluency in this area. Deborah Gogliettino, SNHU’s associate dean for human resources, says a business student with IT skills can get into HR systems or analysis within a couple of years – and command a higher salary.

Gogliettino says change in employee wellness has fueled the financial wellness trend. “There’s still a focus on work/life balance, but now there’s a heightened focus in upcoming generations interested in financial literacy.”

Which is better, an MBA or MHRM?

Where do you want to take your career? Do you want more flexibility to move around in the workforce, or do you want to move up the ladder in HR? Understanding what you want in future roles should help you determine which path is best for you.

An MBA can give you a more well-rounded business education, where you'll study topics like strategy, accounting and marketing within your coursework. An MBA can be useful across all industries and throughout many types of organizations. At Southern New Hampshire University, you also have the option to add a 3-course concentration – like HR – to your program, helping you build the skill set you need for your current goals.

A master's in human resource management (MHRM), on the other hand, focuses solely on HR. You'd learn how to focus on an organization's mission, vision and goals. And you'd gain skills like negotiation, global and cultural context, legal and ethical principles, communication and strategy.

Deborah Gogliettino, SNHU’s associate dean for human resources, advises anyone with higher aspirations in HR to “go get your master’s in HR. … When you start to move forward, you can start to see how your ideas can take shape.”

How much does a master's in HR cost?

You have many options when it comes to pursuing a master’s in HR. The difference comes down to where and how you pursue your degree. Generally, the price tag for online programs runs lower than traditional on campus programs.

At $627 per credit, Southern New Hampshire University's 30-credit MBA in Human Resources costs just $18,810 in tuition. That makes it one of the most affordable MBA programs in the country!

While SNHU's MBA in Human Resources program was designed for anyone with a bachelor's degree, if you don't have a business background, you may be asked to take 1 or 2 foundation courses to help set you up for success. These classes fall outside of the MBA program curriculum.

For total costs, the only additional investments would be your class resources and your $150 graduation fee at the end of your program. There's no application fee and no extra costs for required technologies, saving you even more money on the path to your master's.

SNHU's mission is to expand access to education, and keeping tuition rates low is just one of the ways it helps you get you where you want to go.

Marketing is an ever-evolving and dynamic career. It encompass's everything from the customer experience on a website or with TV, print or digital advertisements and much more. Marketing can be an exciting professional path and your marketing degree can lead you to many exciting career avenues.

While many accounting degree holders find work as certified accountants and analysts, similar professions are also available across many industries. The analytical and critical thinking skills gained in an accounting program can help prepare you for more careers than you might think.

If you have worked for a bad leader, you likely already have the answer to why good leadership matters. Good leadership can make the difference between enjoying your job and tolerating your job. Here are 10 qualities of a good leader that can benefit teams and organizations.

Sources & Citations (1, 2, 3)

1Society for HR Management (SHRM), on the internet, at:

2Graduate Management Admission Council (GMAC), on the internet, at:

3Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at:

Cited projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth.

Under the Americans with Disabilities Act, you can still give employee feedback. Here's how

Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

CONSTELLATION BRANDS, INC.

The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.

Have a question: Submit it here.

Start the day smarter. Get all the news you need in your inbox each morning.

Question: An employee informed us that she has bipolar disorder. Recently, she was involved in a verbal confrontation with one of our clients in the drug rehab health program where she works. She has stated that her behavior is due to the lack of medication given to her and that she needs to adjust it. Given her medical condition, what steps can we take to ensure that any disciplinary actions we take are legal and fair to all parties involved? – Vicki

Answer: It is not easy addressing an employee's previously undisclosed condition, but with due diligence, you can navigate the process while preserving her rights as an employee. If you are an employer with 15 or more employees, you are likely covered under the Americans with Disabilities Act. Under the ADA, you must engage in an interactive process to assess if her circumstance rises to the level of a disability. If it does, you are required to provide reasonable accommodation unless it causes undue hardship. Bipolar disorder happens to be considered a qualifying disability under the ADA, but you should still engage in the process to confirm. 

There is no defined timeframe for employees to make disclosures about a disability. Even if she didn't disclose a disability previously and only shared that her medication is impacting her behavior now, it is enough information for you to begin the interactive process.

It is a common misconception that an employer cannot address performance or behavior-related concerns if an employee qualifies for ADA protections. That is simply not true. An employer can still hold an employee accountable for their actions and performance. If, after hearing that a disability is a reason for inappropriate conduct, you can still discipline an employee, but you are also obligated to begin the interactive process to determine how you can best assist her with preventing a repeat of this conduct.

You can also inform her of your company's accommodation policy and process. If the disability is not apparent, the ADA allows employers to request documentation from a medical care provider to support whether an employee has a disability, as well as the possible accommodations to put in place for the employee.

With instances of workplace violence on the rise, many companies have instituted “zero tolerance” policies with respect to aggressive/violent/threatening workplace behavior. If your company happens to have such a policy in place, you could very well have grounds to terminate the employee notwithstanding her ADA-covered disability condition. However, this alternative is very fact-specific and should be discussed with legal counsel first.

Should you choose to proceed with disciplinary action for an employee's misconduct leading to potential termination, it is always a good practice to consult legal counsel.

I hope you find a solution that works best for your workplace.

I haven't been able to find work in my field and have only worked part-time jobs in the last few months. I have been out of touch with my former colleagues and industry friends. How can I best reconnect with my contacts and leverage my network? – Britt

I'm sorry about your recent struggles. Being out of work is challenging, and it may seem even more difficult to seek help. One of the best things I have done in my career is reach out to former co-workers and friends to lend and receive support.

Feel free to contact former co-workers and friends even if you haven't spoken with them recently. Here are a few steps you can take to leverage these vital relationships in your job search:

◾ Have a plan. Figure out which specific opportunities you are seeking in your career field.

◾ Focus on rebuilding relationships first. Networking is more than asking for a favor. If possible, reconnect over a cup of coffee, chat over the phone, or connect on social media.

◾ Consider joining a professional association to expand your network.

◾ Share your goals with your network and ask for their advice, not just a job. They may be able to recommend training or conferences to help you expand your skill set and meet even more people in your field.

◾ Ask for their permission if you would like to use them as a reference.

◾ Stay connected. Even after you land a new job, stay in touch. Networking is not just about finding jobs; it is about relationships. And who knows, maybe one day you can return the favor!

Engaging with your network of associates and friends helps to broaden your perspective and see opportunities you might otherwise miss. You've invested time and energy in cultivating these relationships. Not only is it perfectly acceptable to seek assistance, but it's also smart. The people you've worked with know what you are capable of and can offer insights you might overlook.

I hope you find the best opportunity for the next chapter in your career.

This article originally appeared on USA TODAY: Under the Americans with Disabilities Act, you can still give employee feedback. Here's how