October 22, 2023

From Gut Feels to Real Deals: Find Your Financial Advisory Team's Next MVP

The Do's and Don'ts

Mindy Wee
Customer Success @ Finberty
Mindy Wee

In Singapore's competitive financial advisory sector, the art of building a top-tier team goes beyond intuition—it's backed by data. Platforms like LinkedIn have become invaluable, not just for networking, but for the wealth of data they provide.

financial advisory winning team

This do's and don'ts guide offers a data-driven approach to sculpting your dream team, with insights on how data-driven approach and LinkedIn can enhance the process.

The Importance of Knowing Your Ideal Candidate Profile (ICP)

Precision in recruitment is backed by understanding industry trends and your ideal candidate profile (ICP). Adopt a targeted approach can help you to have better conversion rate and higher quality of candidates.


Rely Solely on Traditional Methods: Avoid limiting yourself to just posting job ads, campus recruits, or relying solely on agency recruiters. Diversify your approach to attract the right candidates.


Research Industry Trends: With the rise of digital insurance products and robo-advisors, there's a growing demand for advisors who are tech-savvy and can navigate the digital landscape while offering a personal touch.

Leverage LinkedIn's Advanced Search: Use LinkedIn to find candidates who have experiences that resonate with your team or specific skillsets that can shine in the financial advisory sector.

Engage in Specific Networking: LinkedIn, just like offline platforms, offers massive opportunities for you to network with fellow thought leaders, communities, groups that create chance for your to nurture your ideal candidates.

The Outreach Blunder

Effective communication is a blend of personalization and data-driven insights.


Use a One-Size-Fits-All Approach: A generic message about a "financial advisory role" might not resonate with someone who specializes in investment banking or software sales.

Neglect Follow-Ups: The insurance sector is competitive. If potential recruits don't hear back about next touhcpoint, they might assume you're not truly interested and move on with their own career planning.


Personalize Your Outreach: If you're reaching out to someone with experience, tailor your message to highlight how their expertise could benefit your team, especially if you're looking to expand in that area.

Be Clear and Concise: Working professionals are often on the go, meeting clients or attending seminars. A concise email that gets to the point is more likely to get a response.

Reference Mutual Connections: The community in Singapore is interconnected. A shared connection can provide insights or even a personal introduction.

The Social Media Missteps

Your online presence is more than just a profile—it's a reflection of your brand's values and vision.


Be Inconsistent: If you're promoting team bonding a week ago and then go silent for months, potential recruits might question your agency's stability or direction.

Over-Promote: While it's important to highlight achievements, constantly posting about "top-performer" awards can come off as boastful and deter potential team members looking for a collaborative environment and an authentic leader.


Position Yourself as a Thought Leader: Share content about the latest trends, your lifestyle, values, such as team activities, your hobbies.

Engage Actively: Respond to comments, participate in discussions about the future of such career, and showcase how your team adapts to industry changes.

Encourage Team Advocacy: If a team member helped a client navigate a complex claim process, share that story. Authentic experiences showcase your team's expertise and dedication.

The Follow-Up Fallacy

The recruitment journey doesn't end with an interview—it's an ongoing process of relationship building.


Assume Silence is Acceptance: Top talent is always in demand. If they don't hear back, they might move on to another opportunity.

Overwhelm with Communication: While follow-ups are crucial, bombarding potential recruits with daily calls or emails can be off-putting.


Stay Proactive: If a candidate showed potential, but there were reservations, consider offering a second interview or a meet-and-greet with potential colleagues.

Provide Constructive Feedback: If a candidate lacked knowledge in a specific  area, suggest courses or certifications. It shows you're invested in their growth, even if they're not the right fit now.

Monitor Engagement: Platforms like LinkedIn offer insights into how potential recruits engage with your content, providing valuable cues about their interest levels.

The future of recruitment isn't just knocking—it's here, and it's digital. But in this age of information, it's not just about having data; it's about wielding it wisely. That's where we come in. With our no-BS, scientific approach to attract your next MVP.

Want to see how LinkedIn can make a difference? Let's chat.

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